摘要

企业之间的竞争最终归结为企业内部人力资源之间的竞争,因为企业的任

何活动从大的决策到执行过程都离不开一支高素质的人力资源队伍。人力资本

作为企业重要的资源,承载着与企业生产发展相关的各种信息和知识,企业想

要在激烈的市场竞争中生存发展,就必须从根本上重视内部最宝贵的资源,即

人力资源。通过实施现代化的人力资源管理手段,调动企业内部人力资本的积

极性和主动性。

人力资源管理是组织实现战略目标的重要保障措施之一,而作为实现农民、

农业和农村经济发展不可或缺的重要支持力量——农村信用社的发展和管理就

显得尤为重要。

全国农村信用社的改革正在如火如荼的快速进行,且部分信用社的改革已

经初见成效,而DF市农村信用社内部的人力资源管理缺陷却问题显著,极大地

阻碍着DF市农村信用社的改革进程。因此,为了克服改革道路上的这一突出问

题,本文在对人力资源管理的相关理论进行阐述的基础上,系统分析了 DF市农

村信用社组织结构、人员构成、员工来源渠道和薪酬结构,指出了 DF市农村信

用社人力资源管理方面存在的主要问题;分析了影响DF市农村信用社人力资源

管理有效性的相关因素;构建了影响DF市农村信用社人力资源管理有效性的因

素模型。在此基础上,综合相关文献,结合DF市农村信用社的人力资源管理现

状,构建了农村信用社人力资源管理效果的评价指标体系;利用层次分析法

(AHP)确定了个指标体系的权重,釆用专家打分的方法确定了影响DF市农村

信用社人力资源管理有效性的主要因素,即绩效评价与薪酬管理和员工激励机

制。针对影响DF市农村信用社人力资源有效性的主要因素,提出了信用社改革

的总体设想,对绩效考核与薪酬体系进行了设计;最后,提出了实施人力资源

管理改革的组织保障、技术保障和文化保障,并从观念改变、制度改革等方面

提出了改革与完善DF市农村信用社人力资源管理的对策建议。

论文所提出的对策建议,对于改善DF市农村信用社人力资源管理水平具有

一定的指导价值和实际参考意义。

关键词:农村信用社;人力资源管理有效性;薪酬管理;激励机制

I

Abstract

Abstract

The competition between enterprises is ultimately boils down to the enterprise

human resources competition, because any activities of enterprises with the big

decision to implementation process cannot do without a high-quality human resources

team. Human capital is the important resource of the enterprise, carrying the

development of various kinds of information and knowledge related to the enterprise

production, enterprises want to survive and develop in the intense market competition,

we must pay attention to internal resources, the most precious fundamentally, namely

human resources. Through the implementation of modern human resource

management, mobilize the enthusiasm and initiative of enterprise human capital.

Human resources management is one of the important guarantee measures to the

strategic goals of the organization .The development and management of rural credit

cooperatives are particularly important, which is indispensable important support

power to the peasant, agriculture and rural economic development.

This thesis in human resources management of the related theory on the basis of

a systematic analysis of the organizational structure, the personnel engineering,the

staff sources and salary structure of the rural credit cooperatives of the city of

DengFeng, then points out the existing main problems in management of human

resources of rural credit cooperatives ; We analyzed the validity of related factors that

influence of human resources management of the rural credit cooperatives of the city

of dengfeng; We finally construct the human resource management model of factors

of the rural credit cooperatives of city of Dengfeng. In the synthesis of related

literature and combination with the present situation of human resources

management, this paper established the human resources management effect

evaluation index system of the rural credit cooperatives of city of Dengfeng; Using

analytic hierarchical process (AHP) to determine the weight of the index system,

using the expert scoring method to determine the validity of the main factors which

influence of human resources management namely, performance evaluation and

management and employee salary incentive mechanism. We put forward the overall

credit cooperatives reform ideas, and design the performance assessment and

compensation system. Finally, we put forward put forward the implementing human

resources management reform of the organizational safeguard, the technical support

and culture security, and give suggestions for reform and improvement the human

resources management of the rural credit cooperatives of city of Dengfeng from the

II