华夏银行人力资源管理研究

发布时间：2018-06-13 02:44

本文选题：人力资源 + 竞争　；参考：《天津大学》2013年硕士论文

【摘要】：人力资源是企业控制的一项重要资源,它对一个的企业发展有着非常重要的意义,现阶段,企业间的竞争越来越体现在核心人才的竞争上,而对于现代银行业来说,伴随着知识经济时代的进程,人才作为知识经济的载体,已经成为争夺的焦点。人的因素越来越成为企业兴衰成败的准绳,这一点在商业银行中体现的淋漓尽致。虽然各式各样的改革在商业银行中开展着,但在很多方面任然远远落后于国外银行。在全球化的市场竞争背景下,由于有强大的经济实力作为支撑,外资银行可以通过高薪酬、高福利、优越的工作环境这些条件来吸引优质人才。而这些条件都是我国的商业银行无法比拟的,最终导致大量优质人才和高级管理者从商业银行中流失。众所周知,在我国的社会体制下,商业银行起着至关重要作用,所以,我们要对商业银行进行一连串的改革,从而能够建立起适应社会发展和市场竞争的人力资源管理新机制,以保障国家经济体制的完整。在此基础上,我们要加强商业银行人力资源管理,从而达到留住优秀人才、进一步扩大业务的目的。而现在摆在面前的最大难题就是如何优化人力资源管理架构,建立公平合理的薪酬机制。在实际组织实践中,要实施科学、公平、公正的管理方法,从而达到提高员工积极性的目的。自从华夏银行成立后,一系列问题从其诞生开始就存在着,例如业务范围有局限、机构网点布局少、人才引进困难、产品创新不足等,而归根结底,这些问题还是人才的较量,华夏银行要想在人才竞争中占据一席之地,突破发展瓶颈,首先要做的就是重视和实施人力资源战略规划与管理。本文主要论述了华夏银行人力资源管理方面的问题,并引申做出SWOT分析,由此作出人力资源指标体系分析与设计,同时,用平衡计分法对华夏银行的人力资源绩效管理进行具体设计,以期得到更好的人力资源指标体系,帮助华夏银行在人才竞争中占据一席之地。
[Abstract]:Human resource is an important resource of enterprise control, it has a very important significance for the development of an enterprise. At present, the competition among enterprises is more and more reflected in the competition of core talents, but for the modern banking industry, With the process of knowledge economy era, talent, as the carrier of knowledge economy, has become the focus of contention. The human factor is becoming the criterion of success or failure of the enterprise, which is reflected in the commercial bank incisively and vividly. Although various reforms are being carried out in commercial banks, in many ways they still lag far behind foreign banks. Under the background of global market competition, foreign banks can attract high-quality talents through the conditions of high salary, high welfare and superior working environment, because of the strong economic strength. These conditions are unparalleled by commercial banks in China, resulting in the loss of a large number of high-quality talents and senior managers from commercial banks. As we all know, under the social system of our country, commercial banks play a vital role. Therefore, we should carry out a series of reforms to the commercial banks so as to establish a new human resource management mechanism adapted to social development and market competition. To ensure the integrity of the country's economic system. On this basis, we should strengthen the human resource management of commercial banks, so as to retain outstanding talents and further expand business. The biggest problem now is how to optimize the human resource management structure and establish a fair and reasonable compensation mechanism. In practical organization practice, scientific, fair and just management methods should be implemented to improve the enthusiasm of employees. Since the establishment of Huaxia Bank, a series of problems have existed since its birth. For example, the scope of business is limited, the distribution of institutional outlets is small, the introduction of talent is difficult, the product innovation is insufficient, and so on. In the final analysis, these problems are still the contest of talents. If Huaxia Bank wants to occupy a place in the competition for talents and break through the bottleneck of development, the first thing to do is to pay attention to and implement the strategic planning and management of human resources. This paper mainly discusses the problems in the human resource management of Huaxia Bank, and extends the SWOT analysis to analyze and design the index system of human resources, at the same time, In order to obtain a better human resource index system and help Huaxia Bank to occupy a place in the competition for talents, this paper designs the performance management of human resources in Huaxia Bank with balanced scoring method.
【学位授予单位】：天津大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F832.33

【参考文献】