M市农村信用社人力资源管理中的问题研究
发布时间：2018-11-09 15:22
【摘要】：在当今信息和知识经济时代，以科学技术为基础的产业上升为社会主导产业，经济的分配是以对知识的占有量为基础的，经济发展的核心资源是高质量的人力资源。在银行竞争优势中人力资源作为一种难以模仿的、特定的资源，是银行保持竞争优势的源泉，，是第一资源。农村信用社作为农村金融的主力军，特别是在农村金融中更是占向现代人力资源管理的过渡阶段，其管理手段和研究还处于比较落后的状态，这很大程度上影响了信用社的经营与发展。因此，实现将农村信用社变成现代金融企业的目标，改革人力资源管理是关键。 本文将人力资源精细化管理的先进理念运用到农村信用社的人力资源管理中。在研究过程中，运用规范分析法、定量分析与定性分析相结合，对M市农村信用社人力资源现状进行了全面分析。从人力资源管理理念、到人员的整体素质、失衡的人员配置，培训工作缺乏以及薪酬激励机制等进行分析。在学习借鉴国内外先进企业人力资源管理经验的基础上，根据农村信用社改革的要求，有针对性的提出对其人力资源管理和开发的对策。规范员工招聘、员工管理、绩效管理、培训开发等制度，引进竞争机制，改善薪酬分配机制，加强薪酬的激励约束作用，加强团队建设提升员工整体综合素质,为M市农村信用社的人力资源管理变革提供可借鉴的管理体系和政策建议。
[Abstract]:In the age of information and knowledge economy, the industry based on science and technology has become the leading industry of society, the economic distribution is based on the possession of knowledge, and the core resources of economic development are high-quality human resources. In the competitive advantage of banks, human resources, as a kind of hard to imitate, specific resources, is the source of banks to maintain competitive advantage, is the first resource. Rural credit cooperatives as the main force of rural finance, especially in the rural finance is the transition to modern human resources management, its management means and research is still relatively backward. This to a large extent affected the operation and development of credit cooperatives. Therefore, the reform of human resource management is the key to realize the goal of turning rural credit cooperatives into modern financial enterprises. This paper applies the advanced idea of human resources fine management to the human resource management of rural credit cooperatives. In the course of the research, the author makes a comprehensive analysis of the present situation of human resources of rural credit cooperatives in M City by means of normative analysis, quantitative analysis and qualitative analysis. From the concept of human resource management to the overall quality of personnel, unbalanced staffing, lack of training and salary incentive mechanism. On the basis of learning from the experience of human resource management of advanced enterprises at home and abroad and according to the requirements of the reform of rural credit cooperatives, this paper puts forward the countermeasures for the management and development of human resources. Standardizing the system of employee recruitment, employee management, performance management, training and development, introducing competition mechanism, improving salary distribution mechanism, strengthening incentive and restraint function of compensation, strengthening team building, improving the overall quality of staff, It provides the management system and policy suggestions for the reform of human resources management of rural credit cooperatives in M city.
【学位授予单位】：中国石油大学（华东）
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F832.35;F272.92
本文编号：2320797
[Abstract]:In the age of information and knowledge economy, the industry based on science and technology has become the leading industry of society, the economic distribution is based on the possession of knowledge, and the core resources of economic development are high-quality human resources. In the competitive advantage of banks, human resources, as a kind of hard to imitate, specific resources, is the source of banks to maintain competitive advantage, is the first resource. Rural credit cooperatives as the main force of rural finance, especially in the rural finance is the transition to modern human resources management, its management means and research is still relatively backward. This to a large extent affected the operation and development of credit cooperatives. Therefore, the reform of human resource management is the key to realize the goal of turning rural credit cooperatives into modern financial enterprises. This paper applies the advanced idea of human resources fine management to the human resource management of rural credit cooperatives. In the course of the research, the author makes a comprehensive analysis of the present situation of human resources of rural credit cooperatives in M City by means of normative analysis, quantitative analysis and qualitative analysis. From the concept of human resource management to the overall quality of personnel, unbalanced staffing, lack of training and salary incentive mechanism. On the basis of learning from the experience of human resource management of advanced enterprises at home and abroad and according to the requirements of the reform of rural credit cooperatives, this paper puts forward the countermeasures for the management and development of human resources. Standardizing the system of employee recruitment, employee management, performance management, training and development, introducing competition mechanism, improving salary distribution mechanism, strengthening incentive and restraint function of compensation, strengthening team building, improving the overall quality of staff, It provides the management system and policy suggestions for the reform of human resources management of rural credit cooperatives in M city.
【学位授予单位】：中国石油大学（华东）
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F832.35;F272.92
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本文编号：2320797
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