II
Abstract
With the development of science and technology, the maturity of Internet
technology has gradually changed the work requirements of banks for employees. In
order to improve the capacity of a single bank network, all banks are promoting the
construction of intelligent network. The purpose is to improve the proportion of
machine business processing, reduce manual processing, and let more employees
participate in the process of marketing. The front desk staff of the bank are faced with
the transformation from the original duplication of labor to the current sales type of
labor, which puts forward new requirements for the career development of the bank's
front desk staff.
Under such circumstance, C bank carries out the reform of 3-gengeration
transformation management system, so as to improve the capacity of bank outlets,
maximize the quantity of marketing staffs, and develop their skills and achievements.
This thesis compares the working time, working intensity, positions and wage of bank
staffs during the time before and after 3-gengeration transformation. According to Two
Factor Theory, Interpersonal Theory, The Peter Principle this thesis discusses the
influence which 3-gengeration transformation has put on human resource.
3-gengeration transformation management system exerts a tremendous influence
on wage, promotion, working mode and positions of bank staffs. Since 3-gengeration
transformation, the C bank has made great progress in the retail business, The total
individual savings, the total amount of personal assets, financial management, insurance
and the sale of precious metals are in the absolute leading position in the local bank, and
the assessment ranking in the C banking system has also been improved. Because the
economy of the region of C bank is in the downlink stage, the economic benefit of C
bank is greatly affected, so the three generation transformation has encountered some
problems in the process of advancing. These problems are mainly manifested in the
employees' income and labor intensity is not matched, the promotion mechanism is
lagging behind the business development and so on. This paper puts forward some
suggestions on these problems.
At last, the change of 3-gengeration transformation management model is an
inexorable trend in such technology environment for traditional bank. The author
collected 3-gengeration transformation data, Questionnaire investigation and Employee
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income change. The main content of this thesis is analyzing and discussing the problems
and solutions of the human resource during the operation of 3-gengeration
transformation management system.
Key words:3-gengeration transformation,the form system, promotion ,salary
IV
目录
第一章绪论 ........ 1
1.1 选题的背景及研究意义 ..... 1
1.1.1 选题的背景 ......... 1
1.1.2 研究的意义 ......... 2
1.2 研究的内容 ... 3
1.3 研究方法 ..... 3
第二章研究的理论基础 .......... 4
2.1 相关的理论基础 ........... 4
2.1.1 双因素理论 ......... 4
2.1.2 人际关系理论 ....... 4
2.1.3 彼得原理和冰山模型 . 5
2.2 员工的职业发展 ........... 6
第三章C银行的三代转型 ......... 8
3.1 C银行简介 .... 8
3.2 三代转型情况简介 ......... 8
3.2.1 三代转型前介绍 ..... 9
3.2.2 三代转型后介绍 .... 10
3.3 表单制 ...... 12
第四章三代转型对员工职业发展的影响 ....... 16
4.1 员工工作的变化 .......... 16
4.1.1 工作内容的变化 .... 16
4.1.2 工作方式的变化 .... 17
4.1.3 工作强度的变化 .... 18
4.2 三代转型后员工的职业发展18
4.2.1 员工的薪酬 ........ 18
4.2.2 员工的晋升 ........ 23
4.2.3 员工的离职 ........ 24
4.3 三代转型所取得的成果 .... 30
4.4 员工对于三代转型的认知 .. 30
第五章结论及建议 . 36
参考文献 ........... 39
附录 . 41
员工对三代转型的评价 ........ 41
建行离职情况调查42
致谢 . 43
V
表目录
表3-1转型前对私网点人员配置 .. 10
表3-2转型前对公网点人员配置 .. 10
表3-3转型后对私网点人员配置 .. 11
表3-4转型后对公网点人员配置 .. 11
表3-5XX支行表单统计表 ....... 12
续表3-5XX支行表单统计表 ..... 13
表4-1F支行近五年员工平均薪酬19
图目录
图4-1F支行近五年员工的平均绩效工资 ...... 19
图4-2F支行近五年员工的平均买单工资 ...... 20
图4-3离职员工的年龄分布 ...... 26
图4-4员工的离职次数分布 ...... 26
图4-5离职员工工作年限分布 .... 26
图4-6离职员工岗位分布 ........ 27
图4-7三代转型对员工离职态度的影响 ........ 27
图4-8员工离职原因分布 ........ 27
图4-9员工对三代转型了解状况 .. 31
图4-10三代转型后各岗位工作时间变化 ....... 31
图4-11三代转型后各岗位工作量和任务压力变化 ........... 31
图4-12三代转型后各岗位工资变化 ........... 32
图4-13各岗位对三代转型的认知状况 ......... 33
图4-14三代转型是否对职业发有帮助 ......... 33
图4-15员工对建行未来的期待状况 ........... 33
图4-16各岗位对“表单制”的认知 ........... 34
图4-17三代转型后各岗位对于工作的态度 ..... 34。