农行安徽省分行本部岗位管理体系重构研究

发布时间：2017-12-31 00:02

本文关键词：农行安徽省分行本部岗位管理体系重构研究　出处：《安徽大学》2013年硕士论文　论文类型：学位论文

【摘要】：人力资源管理的基本是岗位管理,其中的许多重要内容都要以科学的岗位管理为前提,或者在科学的岗位管理基础上顺利开展。岗位管理的缺失,将会导致人力资源管理的其他活动变得混乱而没有秩序,同时影响组织运作的效率。随着我国金融体制改革的不断深入,最近几年,我国大型商业银行逐渐在开展股份制改革。在“以客户为中心、以市场为导向、以效益为目标、以风险控制为主线、以科技为支撑”的目标原则指导下,公司治理结构、组织架构和管理模式的变革直接带动了人力资源管理中岗位管理体系的变革。农业银行作为国内大型商业银行之一,与工商银行、中国银行、建设银行并称中国“四大国有银行”。四大银行业务规模、管理体制近似度较高,但农行作为作为四大银行中唯一一家横跨城乡的商业银行,与其他国有大型银行之间存在着较大差异：业务范围“涉农”度最高、机构设置中突出“三农”、机构和人员分布较为分散,这些特点对省分行本部管理能力有更高的要求。全文主要分为五个部分,其中：第一部分,主要介绍本文的研究背景、研究意义以及文献综述。指出2006年十六届五中全会提出了进一步加快国有商业银行改革步伐的要求,四大国有商业银行：工、农、中、建,唯有中国农业银行的人力资源改革比较落后,还未完全落实,人力资源改革是当务之急。第二部分,主要介绍并评述了与岗位管理相关的科学管理理论、组织理论、工作特征模型理论、激励理论,上述理论从各个侧面描述了如何有效管理组织,为建立科学的岗位管理体系奠定了坚实的基础。第三部分,提出了一个完善的岗位管理体系的应该具备的主要构成要素：岗位设置、岗位分析、岗位评估、岗位等级构建。岗位设置是岗位管理的首要工作,它要设置岗位并赋予每个岗位以特定的功能,使用ARCPI梳理岗位职责,再以岗位说明书的形式完成岗位分析,对组织内所有职位的工作职责、内容、特征、环境和认知资格进行清晰明确的界定。再通过岗位评估来评定企业内各个岗位之间相对价值的大小,最后完成岗位等级架构。第四部分,即安徽省农行岗位管理体系现状分析。主要介绍了安徽省农行的岗位现状,并提出目前存在的四个问题：岗位概念模糊,缺乏明确的设岗原则和标准,设岗随意性较大,岗位职责边界不清,因人设岗情况普遍；岗位价值区分度不高,绩效管理无法体现岗位价值差异；职业发展路径单一,岗位晋升的机制仍不完善；多通道的职业发展路径尚不十分清晰；不适应市场竞争需要。第五部分,安徽省农行岗位体系重构,即本文的主要研究成果。结合安徽省农行目前的现状,对其岗位体系进行重构,首先明确人员和角色分工,在此基础上再进行岗位设置、岗位分析、岗位评估、岗位等级架构,并提出保障岗位体系有效运作的动态化、信息化、危机化的岗位管理理念。
[Abstract]:Human resources management is basically the post management , many of the important contents should be based on the scientific position management , or on the basis of the scientific position management . The lack of post management will lead to the confusion of the other activities of human resources management , and the efficiency of the operation of the organization . As the financial system reform in China is deepening , the reform of the management structure , organizational structure and management mode of the company directly drives the change of the post management system in human resources management . As one of the large commercial banks in China , the Bank of Agriculture and Industrial and Commercial Bank , Bank of China and China Construction Bank ( CCB ) are also called the four state - owned banks in China . The four major banks are large in size and management system , but the agricultural bank is the only commercial bank across the rural and rural areas as the only commercial bank in the urban and rural areas . The full text is divided into five parts , including : The first part mainly introduces the research background , the research significance and the literature review in this paper . It points out that the requirement of further accelerating the reform of state - owned commercial banks is put forward in the Sixth Plenary Session of the Sixth Plenary Session of 2006 . Four big state - owned commercial banks : labor , agriculture , medium and construction , the human resources reform of the Bank of China is backward , not fully implemented , and human resources reform is the top priority . The second part mainly introduces and comments on the scientific management theory , organization theory , working characteristic model theory and incentive theory related to post management . The above - mentioned theory describes how to manage the organization effectively from each side , which lays a solid foundation for the establishment of the scientific post management system . In the third part , a perfect post management system should be provided with the following main components : post setting , post analysis , post evaluation and post grade construction . Post setting is the first job of post management . It needs to set up posts and assign each position with specific functions . It can clearly define the job responsibilities , content , characteristics , environment and cognitive qualifications of all positions within the organization . Finally , the post evaluation is used to assess the relative value between each position within the organization and finally complete the post grade structure . The fourth part , that is , the present analysis of the status quo of the posts management system in Anhui Province , mainly introduces the present situation of the posts in Anhui Province , and puts forward four existing problems : unclear post concept , lack of clear set - off principle and standard , the general trend of position value , the lack of clear functions of performance management , the lack of the post value difference , the single job development path , the mechanism of post promotion still not perfect , the multi - channel career development path is not quite clear , and does not meet the need of market competition . The fifth part , the reconstruction of the post system in Anhui Province , is the main research achievement in this paper . According to the present situation of Anhui agricultural bank , the post system is reconstructed first , and the position setting , position analysis , position evaluation and post grade structure are firstly defined , and the post management idea of ensuring the effective operation of the post system is put forward .

【学位授予单位】：安徽大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F832.33

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