DF市农信社人力资源管理研究

发布时间：2018-01-21 23:25

本文关键词： 农村信用社人力资源管理有效性薪酬管理激励机制　出处：《郑州大学》2013年硕士论文　论文类型：学位论文

【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,采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。
[Abstract]:The competition among enterprises comes down to the competition among human resources. Because any activity of the enterprise from the big decision-making to the implementation process are inseparable from a high-quality human resources team. Human capital as an important resource of the enterprise. Bearing a variety of information and knowledge related to the production and development of enterprises, enterprises want to survive and develop in the fierce market competition, we must fundamentally attach importance to the most valuable internal resources. That is, human resources. Through the implementation of modern human resources management means, mobilize the enthusiasm and initiative of human capital. Human resource management is one of the important guarantee measures to realize the strategic goal of the organization, and it is regarded as the realization of farmers. The development and management of rural credit cooperatives (RCCs), an indispensable supporting force for agricultural and rural economic development, is particularly important. The reform of national rural credit cooperatives is in full swing, and some of the reform of rural credit cooperatives has already achieved initial results, but the defects of human resources management in DF rural credit cooperatives are obvious. Therefore, in order to overcome this outstanding problem on the road of reform, this paper expounds the related theories of human resource management. This paper systematically analyzes the organization structure, personnel composition, employee source channel and salary structure of DF Rural Credit Cooperative, and points out the main problems in human resource management of DF Rural Credit Cooperative. The related factors influencing the effectiveness of human resource management of rural credit cooperatives in DF are analyzed. This paper constructs a factor model that affects the effectiveness of human resource management of DF rural credit cooperatives. On this basis, combined with the relevant literature, combined with the current situation of human resources management of DF rural credit cooperatives. The evaluation index system of the effect of human resource management in rural credit cooperatives is constructed. Using the Analytic hierarchy process (AHP) to determine the weight of an index system, using the method of expert scoring to determine the main factors that affect the effectiveness of human resource management of rural credit cooperatives in DF. That is, performance evaluation, salary management and employee incentive mechanism. Aiming at the main factors that affect the effectiveness of human resources of rural credit cooperatives in DF city, this paper puts forward the overall assumption of the reform of credit cooperatives. The performance appraisal and salary system is designed: finally, the organizational guarantee, technical guarantee and cultural guarantee for the implementation of human resources management reform are put forward, and the concept changes. This paper puts forward the countermeasures and suggestions on reforming and perfecting the management of human resources of DF City Rural Credit Cooperatives from the aspects of system reform and so on. The countermeasures and suggestions put forward in this paper have certain guiding value and practical reference significance for improving the management level of human resources of DF rural credit cooperatives.
【学位授予单位】：郑州大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F832.35

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