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MBA硕士论文_国有商业银行人力资源配置研究DOC

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文本描述
摘要
我国金融市场化改革不断深化背景下,国有商业银行为使其自身融入整个金
融环境,对所有竞争挑战做到从容应对,迫切要求充分挖掘人力资源潜力,通过
优化配置人力资源,达到国有商业银行核心竞争力提高目标。然而从当前国有商
业银行发展现状看,其中的人力资源管理方面仍存在一定问题,相比发达国家商
业银行,有较大差距,成为制约国有商业银行的主要因素,需采取有效的人力资
源配置策略

本文主要通过调查法与文献查阅法,结合人力资源配置相关理论与国有银行
人力资源配置实际情况,提出相关改善建议。结合国有商业银行与人力资源配置
情况,包括国有商业银行发展情况、国有商业银行人力资源存量与人力资源管理
情况等,发现当前国有商业银行人力资源配置仍存在一定问题,需做好完善工作,
如构建岗位制度、确定人员规模、完善员工聘用体制、引入有效的激励机制、完
善人员培训制度并建立合理的人力资源管理机制。在此基础上对全文做出总结,
包括论文的创新与研究不足之处,指出未来研究方向。国有商业银行人力资源配
置仍存在一定问题,需在未来发展中立足于实践,行之有效的完善策略

本次研究中,主要包括分析人力资源配置的特殊性并对国有商业银行进行介
绍。对现行国有商业银行人力资源配置存在的问题进行挖掘,推出影响人力资源
合理配置的主要原因,提出人力资源配置的具体策略,将岗位晋升制度、员工培训
制度等各方面融入人力资源具体配置中,以此为国有银行实际管理活动提供有效
参考。结合国有商业银行人力资源配置具体实例,分析人力资源合理配置下取得
的效果

关键词:国有商业银行;人力资源配置;优化策略湖 北 工 业 大 学 硕 士 学 位 论 文Abstract
Under the deepening of the reform of financial market in our country, state-owned
commercial banks need to fully tap the potentials of human resources and optimize the
allocation of human resources to achieve the core of the state-owned commercial banks
in order to integrate themselves into the entire financial environment and calmly deal
with all competition challenges. Competitiveness to improve the goal. However, judging
from the current state of the development of state-owned commercial banks, there still
exist some problems in the management of human resources. Compared with
commercial banks in developed countries, there is a big gap between them and
becoming the main factor that restricts the state-owned commercial banks. Therefore,
effective human resource allocation strategies .
This article mainly through the investigation and the literature review method,
combined with the theory of human resources allocation and the actual situation of
state-owned bank human resources allocation, put forward relevant suggestions for
improvement. Combining with the state-owned commercial banks and the allocation of
human resources, including the development of state-owned commercial banks, human
resources stock and human resources management of state-owned commercial banks, it
finds that there are still some problems in the allocation of human resources of
state-owned commercial banks. The establishment of post system, to determine the size
of staff, improve staff employment system, the introduction of effective incentive
mechanisms, improve the training of personnel systems and establish a reasonable
human resources management mechanism. On the basis of this, I make a summary of
the full text, including the dissertation innovation and research deficiencies, pointing out
the future research direction. There are still some problems in the allocation of human
resources of state-owned commercial banks. They need to base themselves on practice
and effective strategies in the future development.
This study mainly includes the analysis of the particularity of human resource
allocation and the introduction of state-owned commercial banks. This paper explores
the existing problems in the allocation of human resources in current state-owned
commercial banks, introduces the main reasons that affect the rational allocation of
human resources, puts forward specific strategies for the allocation of human resources,
integrates various aspects such as promotion system and staff training system into the
specific allocation of human resources, This provides an effective reference for the
actual management of state-owned banks. Combined with the concrete examples of the
allocation of human resources in state-owned commercial banks, this paper analyzes the
effect achieved under the rational allocation of human resources.
Keywords: State-owned Commercial Banks;Human Resources Allocation;
Optimization Strategy湖 北 工 业 大 学 硕 士 学 位 论 文目 录
摘要....... 1
Abstract....... 2
第 1 章 绪论. 5
1.1 研究背景及意义......5
1.1.1 研究背景...... 5
1.1.2 研究意义...... 5
1.2 国内外研究现状........6
1.2.1 国外研究综述.......... 6
1.2.2 国内研究综述.......... 8
1.3 研究论述.......9
1.4 研究方法.....10
第 2 章 研究理论基础....... 12
2.1 人力资源管理配置有关理论.........12
2.2 人力资源管理配置基本含义.........14
2.3 商业银行当中的人力资源管理配置工作.17
第 3 章 国有商业银行人力资源配置现状...........21
3.1 国有商业银行的发展概况.21
3.2 人力资源存量在国有商业银行中的表现.23
3.3 人力资源管理在国有商业银行中特点分析.........24
第 4 章 国有商业银行人力资源配置问题...........26
4.1 人力资源配置的相关概述.26
4.1.1 人力资源配置内涵 26
4.1.2 人力资源配置系统表现.... 27
4.1.3 员工能力与岗位配置........ 28
4.1.4 以素质模型为基础的岗位配置.... 29
4.2 人力资源配置存在的现实问题.....30
4.2.1 从员工规模与管理角度.... 31
4.2.2 从员工结构角度.... 33湖 北 工 业 大 学 硕 士 学 位 论 文4.2.3 从员工素质角度.... 35
4.2.4 从员工晋升制度角度........ 37
4.2.5 从国有商业银行激励制度角度.... 38
4.2.6 从国有商业银行人力资源管理规划角度 40
4.3 人力资源不合理配置的原因分析.41
4.3.1 人力资源配置受传统银行管理体制的影响分析 41
4.3.2 国有商业银行现代改革发展对人力资源配置的影响.... 42
第 5 章 B 分行人力资源配置分析45
5.1 B 分行人力资源配置要求......