摘要
自推行改革开放政策以来，金融改革也成为改革的方向之一。80 年代末，一
些城市开始在原来城市信用社的基础之上，办立以城市名称命名的商业银行成为
一种潮流，这也是大部分地方性商业银行的前身。地方性商业银行在国内金融市
场上的地位日益重要。但是，地方性商业银行在面临发展着机遇的同时也面临着
一些挑战。金融行业作为人才密集型产业，对于人力的依赖程度要远远大于其他
行业，对于人才资源的竞争也更加激烈。其本身的特性就决定了地方性的商业银
行在人力资源配置方面具有先天性的问题。另一方面，地方性商业银行相比于五
大行和外资银行来说，在对人才的吸引力以及人才的培养方面有着较大差距。在
这种背景下，地方性商业银行结合自身特点，把握好未来发展趋势，合理配置现
有人力资源就具有更加紧迫、积极的意义。这就要求地方性商业银行把握好人力
资源配置等各个环节，及时发现人力资源配置方面存在的问题，优化资源配置

从人力资源的配置方面着手提升人才的使用效率，发挥人才优势，在降低人力成
本的同时实现自身的高速发展

S 农商行作为 S 省内最大的金融服务机构，经历了数十年的发展壮大，员工
总数超过 6 万人，庞大的员工数量在在管理过程中暴露出一些问题。因此，本文
以 S 农商行为研究对象，文章首先梳理了人力资源配置以及讲述地方性商业银行
的起源、特性的相关文献，明确研究对象及理论工具，然后深入分析了 S 农商行
目前在数量结构、性别结构、年龄结构、学历结构等方面的配置现状，再结合
SWOT-层次分析法分析 S 农商行面临的外部机遇和威胁，以及自身的优势和劣势，
提出 S 农商行在人力资源配置优化方面存在 SO 组合、WO 组合、ST 组合和 WT
组合四种优化策略，同时指出应该着重选择稳健发展优化策略——即在扩大自身
在地域性方面的优势的同时积极利用外部发展机遇，最后，又明确了 S 农商行的
人力资源配置优化方案，主要从指导思想、人才引进与培养、调动管理、编制外西安建筑科技大学硕士学位论文
人员管理、薪酬管理、冗余人员安置管理等六个方面进行了规划、设计，以期对
S 农商行在未来人力资源配置的优化过程中提供借鉴与参考

关键词：人力资源配置；SWOT-层次分析法；配置优化西安建筑科技大学硕士学位论文
A Research on the Optimization of Human Resource
Allocation of S Local Banks
Specialty:Business administration
Name:Dong Huajuan
Instructor:Associate Professor Song Qi
Abstract
Since the implementation of the policy of reform and opening up, the financial
reform has also become one of the direction of reform. At the end of 80s, some cities
began on the basis of the original city credit cooperatives, and named the commercial
banks of the city became a trend, which is the predecessor of most of the local
commercial banks. The position of local commercial banks in the domestic financial
market is increasingly important. However, the local commercial banks are not only
in the face of development opportunities, but also faced with some challenges. As a
talent intensive industry, the financial industry is far more dependent on human
resources than other industries, and the competition for talent is more intense. The
characteristics of the commercial banks in the area of human resources are determined
by the inherent problems of human resources allocation. On the other hand, compared
to the five major banks and foreign banks, local commercial banks have a great gap in
the attractiveness of talents and the training of talents. Under the background, the local
commercial bank unifies own characteristic, grasps the good future development
tendency, the reasonable disposition existing human resources which is more urgent,
positive. This requires local commercial banks to grasp all aspects of human resource
allocation, and timely discovery of human resource allocation problems, optimize the
allocation of resources. From the allocation of human resources to improve the use of
human resources, to play a talent advantage in reducing labor costs while achieving its
own high-speed development.
The rural commercial bank of S Province as S province&39;s largest financial services
organization, has experienced several decades of development and growth, the total西安建筑科技大学硕士学位论文
number of employees more than 60 thousand people. And the large number of
employees exposed some problems in the management process. Therefore, the rural
commercial bank of S Province as the research object, this paper firstly reviews the
relevant literature about human resource allocation and local commercial banks of the
origin, characteristics, clear the research object and the theoretical tool, then in-depth
analysis the configuration of the status quo of the rural commercial bank in S province
at present in terms of quantity structure, sex structure, age structure, educational
structure, combined with the SWOT- analytic hierarchy process to analysis the rural
commercial bank of S’ the external opportunities and threats, as well as their
advantages and disadvantages, then put forward the rural commercial bank in S
province in the aspects of optimizing human resources with SO combination, WO
combination, ST combination and WT combination of four kinds of optimization
strategies, and points out that we should focus on the steady development of
optimization strategies -- namely in expanding the regional advantages and actively
use external development opportunities. Finally, the optimization scheme and human
resource allocation of rural commercial banks of S Province is designed mainly from
the guiding ideology, the introduction and training of talents, personnel management,
salary management, redundant personnel placement and management. So this paper
can provide reference and reference for the optimization of human resource allocation
to the rural commercial banks of S province in the future.
Key words: human resources allocation; SWOT- analytic hierarchy process;
configuration optimization西安建筑科技大学硕士学位论文
I
目 录
1 绪论 ........ 1
1.1 研究背景及意义 . 1
1.1.1 研究背景 .. 1
1.1.2 研究意义 .. 2
1.2 国内外研究现状 . 2
1.2.1 国外研究现状 ...... 3
1.2.2 国内研究现状 ...... 4
1.3 研究内容与研究方法 ..... 6
1.3.1 研究内容 .. 6
1.3.2 研究方法 .. 7
1.4 本文创新点 ........... 9
2 基本概念界定及相关基础理论 .......... 10
2.1 基本概念界定 ..... 10
2.1.1 人力资源配置的定义 .... 10
2.1.2 人力资源配置优化 ........ 10
2.1.3 地方性商业银行12
2.2 人力资源配置理论依据 ........... 14
3 S 农商行人力资源管理现状及存在问题 ....... 16
3.1 S 农商行人力资源现状16
3.1.1 S 农商行人员数量 ..........
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