 ==>> 点击下载文档 |
中国银行忻州分行是本文的研究对象,笔者从胜任力模型出发为分行客户经
理的选聘开辟一个新的方向和切实的标准，研究修正分行客户经理选聘体制。本
文阐明了胜任力及胜任力模型相关的理论，以及银行客户经理的胜任力内涵、外
延和类型等。同时，阐述银行客户经理选聘相关理论。针对中国银行忻州分行目
前人员选聘体系存在的问题，特别是客户经理在选聘中存在的主要问题，分析客
户经理选聘中的欠缺、制约项目和原因等。对中国银行忻州分行客户经理选聘情
况阐述分析。利用查阅资料等一系列方法探索选定的中国银行忻州分行客户经理
的胜任力模型，构建了中国银行忻州分行客户经理选聘机制。包括其构建的总体
思路与原则，主要内容，并在中行忻州分行客户经理选聘中的加以应用最终得出
分行客户经理基于胜任力模型的选聘机制，并提出了相关保障措施
最终得到以下几个结论：基于胜任力模型的中行忻州分行客户经理选聘机制
即根据中行忻州分行客户经理岗位胜任力模型所要求的员工必备的深层特质来考
察应聘者，找到最适合本岗位的应聘者这样既可以使人才的作用充分发挥，还可
以使其获得成就感；根据中行忻州分行行情建立起的客户经理胜任力模型是构建
其选聘体系的基础，可以有效的提高选聘时选择人员的针对性和准确性；对选聘
效果提出的评估和保障，为以后选聘方式的改进提供依据；确定的胜任力模型和
基于胜任力模型的选聘机制，对其他人力资源的其他模块都有一定的参考价值
关键词：客户经理；胜任力模型；招聘选拔机制II
Abstract
Under the situation of the growing Linkage in the global economy and the financial
reform in our country Comprehensively.All kinds of small and medium-sized
commercial Banks grew rapidly and the increasingly fierce competition between
Banks.This causes the customer manager to become the key human basis for
commercial Banks win in the financial market competition.The recruitment and
Selection of customer manager smoothly or not largely determines overall customer
manager performance is good or bad.It even can affect realization of overall goal of the
bank smoothly.The previous way of recruitment and Selection focused on the
employee&39;s external quality such as resume, knowledge, skills, some inner recessive
trait be ignored, the results of recruitment and Selection was disappointing. So It need to
optimize the current selection mechanism with a new perspective.The customer
manager recruitment and Selection of research for the optimization is the strong support
of the current bank customer manager selection mechanism based on the competency
model, is also an important trend of the frontier research of human resource
management theory .
Bank of China Xinzhou branch is the research object of this article. The author
embarks from the competency model for the customer manager of Bank of China
Xinzhou branch and opens up a new direction and concrete standards,and establish
perfect customer manager recruitment and Selection system. This article illuminates the
related theory of the competency and competency model, as well as competency
connotation, denotation and types of the bank customer manager .At the same time, the
paper expounds related theory of the Bank customer manager recruitment and
Selection,Aimed at the problems of the Bank of China Xinzhou branch existing in the
current personnel recruitment and Selection system, especially the main problems
existing in recruitment and Selection system. And It analysisese the lack, restraints and
etc of Bank customer manager recruitment and Selection.Analysis the situation of Bank
customer manager recruitment and Selection of Bank of China Xinzhou branch in this
paper. By using the methods of check data and behavioral event interview to explore
and selecte customer manager competency model of Bank of China Xinzhou
branch.constructed customer manager selection mechanism of Bank of China Xinzhou
branch,including the overall plan, the principle and main content of the building.And it
applicat in the recruitment and Selection of account manager of Bank of China Xinzhou
branch, concluded recruitment and Selection of account manager mechanism based onIII
competency model finally, and the relevant guarantee measures.
Eventually it get the following conclusion:The system of recruitment and Selection
of Bank of China Xinzhou branch based on competency mode.According to some of
necessary deep characters of the applicant required by the account manager of Bank of
China Xinzhou branch based on competency model to examine the staff.
To find the most suitable applicants for the job.It both to make the function of
talents full to play ,and can make them get sense of accomplishment.The customer
manager competency model according to the market of Bank of China Xinzhou branch
is the basis of building customer manager recruitment and Selection system.It can
effectively improve the pertinence and the accuracy of selecting.It puts forward the
effect evaluation and security which provides the basis for the way of selecting and
appointing of after improvement. The determined the competency model and
recruitment and Selection mechanism based on competency model can give a certain
reference value of the other modules of human resources.
Keywords:Client manager；Competency model；Recruitment and selection systemIV
目 录
摘要 .I
ABSTRACT II
第 1 章 绪 论 ........1
1.1 研究的背景和意义..........1
1.1.1 研究的背景..........1
1.1.2 研究的意义..........2
1.2 国内外研究现状2
1.2.1 国外研究现状........2
1.2.2 国内研究现状........4
1.3 研究内容和研究方法........6
1.3.1 研究内容6
1.3.2 研究方法6
1.4 论文创新之处..7
第 2 章 相关理论概述 ..8
2.1 胜任力及胜任力模型........8
2.1.1 胜任力的定义及构成要素..........8
2.1.2 胜任力模型的定义和特征..........9
2.2 人员选聘的概述...........11
2.2.1 选拔招聘的基本概念.11
2.2.2 银行客户经理选聘的概述.........13
第 3 章 中国银行忻州分行客户经理选聘的现状分析 ...........15
3.1 中国银行忻州分行的概况...15
3.1.1 历史沿革...........15
3.1.2 企业战略和文化.....16
3.1.3 组织架构及人员状况.16
3.2 中国银行忻州分行客户经理选聘现状.....18
3.2.1 分行客户经理选聘情况...........18
3.2.2 选聘情况调查问卷设计及发放.....19
3.2.3 选聘情况调查问卷归纳及整理.....20
3.2.4 调查结果 ...........20
3.3 分行客户经理选聘存在的主要问题及原因分析.........22
3.3.1 招聘中的主要问题及原因分析.....22
3.3.2 选拔中的主要问题及原因分析.... 22
第 4 章 基于胜任力模型的中国银行忻州分行客户经理选聘机制研究 .........24
4.1 中国银行忻州分行客户经理胜任力模型的确定.........24
4.1.1 确定客户经理胜任力模型的思路和原则.........24
4.1.2 客户经理胜任力要素的提取.......25
4.1.3 客户经理胜任力模型的确定.......29
4.2 分行客户经理选聘机制构建的总体思路与原则.........30V
4.2.1 构建的总体思路.....30
4.2.2 构建的原则.........30
4.3 分行客户经理选聘机制的构建.
。。。以上简介无排版格式，详细内容请下载查看
