人民银行XX中心支行培训开发体系改进研究

发布时间：2017-12-31 13:34

本文关键词：人民银行XX中心支行培训开发体系改进研究　出处：《西南财经大学》2012年硕士论文　论文类型：学位论文

【摘要】：在知识经济时代,企业或组织核心竞争能力的提升依赖于其是否具备一支训练有素、适应经济社会发展和具有战略性思维的高素质人才队伍。加强人才队伍建设,对现有人力资源加大培训开发力度是关键环节。这就要求用人单位树立培训开发意识、加大培训投入、提升培训开发的力度,促进人力资本的增值。人民银行作为我国中央银行,它担负着制定和执行货币政策,防范和化解金融风险,维护我国金融稳定等重要职责,属于专业性极强的公共部门,因此,通过科学有效的培训来打造一支具有国际金融宏观视野、素质优良的金融人才队伍对该行高效履职具有举足轻重的作用。XX中心支行是人民银行地市级派出机构,近年来由于受制于体制机制和干部队伍建设等方面存在的问题,如职工岗位履职水平不高、工作缺乏进取心、激励机制不健全引发了部分职工思想上的负面意识等,成为了该中心支行履职和发展的主要矛盾。为此,该中心支行期望通过培训提升职工履职能力、端正工作态度和实现职工的自我发展,但由于在培训理念、培训体系设计和实施方面还存在诸多不足,导致培训效果不是很明显,投入与产出不成正比,因此该中心支行现有培训开发体系亟待改进优化。本文以XX中心支行的培训开发体系为研究对象,通过比较发达国家中央银行与我国中央银行及其分支机构的员工培训开展情况,从宏观层面归纳出我国央行及其分支机构在员工培训上亟待改进的制度建设、体系设计方面存在的问题,为下一步具体问题提出和分析提供导向和铺垫；通过调查问卷、与培训主管部门相关人员面谈和收集该中心支行相关资料等方式,对该中心支行的组织结构、人力资源现状和培训工作开展情况进行了介绍,并对该中心支行培训体系进行了深度分析,找出了培训工作开展前、中、后期存在的问题：一是人力资源培训开发缺乏规划；二是缺乏培训需求分析,致使培训计划制订流于形式；三是缺乏培训资源的有效配置与投入：四是缺乏有效的培训激励措施,员工参训积极性不高；五是培训效果评估方面存在的问题等。由此分析挖掘出导致这些问题的主客观因素,基于此,本文从现代培训理论出发,以立足该中心支行实际与科学性相结合,通过培训需求确定、拟定培训计划、实施培训、培训效果评估与反馈等环节优化改进了原有培训体系。本文希望通过研究能为XX中心支行培训体系改进优化提供理论依据和实践标准,促进该中心支行与职工共同发展。同时,也希望该研究思路和改进策略对其它基层公共部门改进本部门培训体系,提升培训效果提供较好的指引和参考作用。
[Abstract]:In the era of knowledge economy, the improvement of the core competitiveness of enterprises or organizations depends on whether they have a well-trained team. To adapt to the economic and social development and strategic thinking of high-quality talent team and strengthen the construction of talent team. It is a key link to strengthen the training and development of existing human resources, which requires employers to set up training and development awareness, increase training investment, and enhance the strength of training development. The people's Bank of China, as the central bank of China, is responsible for formulating and implementing monetary policy, preventing and defusing financial risks, and maintaining financial stability in China. Belong to the highly professional public sector, therefore, through scientific and effective training to create a macro vision of international finance. The financial talents with excellent quality play an important role in carrying out their duties efficiently. Xx central branch is the prefectural and municipal branch of the people's Bank of China. In recent years due to the constraints of the system mechanism and the construction of cadres and other aspects of the problems such as the level of staff and workers to perform their duties is not high lack of enterprise in the work. The unsound incentive mechanism has caused the negative consciousness of some staff and workers, which has become the main contradiction of the center branch to carry out its duties and develop. Therefore, the center branch expects to improve the ability of the staff and workers to carry out their duties through training. Correct work attitude and achieve the self-development of staff, but because of the training concept, training system design and implementation there are still many deficiencies, resulting in the training effect is not very obvious, input and output is not directly proportional. Therefore, the existing training and development system of the center branch needs to be improved and optimized. This paper takes the training and development system of XX central branch as the research object, and compares the staff training between the central bank of developed countries and the central bank of China and its branches. From the macro level, this paper summarizes the system construction and system design problems that the central bank and its branches urgently need to improve in staff training, and provides guidance and foundation for the next concrete problems. Through the questionnaire, interview with the relevant personnel of the training department and collect the relevant information of the center branch, the organizational structure of the center branch, the status of human resources and the development of the training work were introduced. The training system of the center's branch is analyzed in depth to find out the problems before, during and after the training: first, the lack of planning for the development of human resources training; Second, the lack of training needs analysis, resulting in the development of training plans become a mere formality; Third, the lack of effective allocation and input of training resources: fourth, lack of effective training incentives, staff training enthusiasm is not high; The fifth is the problems existing in the evaluation of the training effect. Based on the analysis of the subjective and objective factors that lead to these problems, this paper starts from the modern training theory. Based on the combination of the actual and scientific nature of the center branch, the original training system is optimized and improved through the determination of the training demand, the formulation of the training plan, the implementation of the training, the evaluation and feedback of the training effect, and so on. This paper hopes to provide theoretical basis and practical standard for improving and optimizing the training system of XX central branch, and promote the development of the center branch with the staff and workers. At the same time. It is also hoped that the research ideas and improving strategies will provide better guidance and reference for other grass-roots public departments to improve their training system and improve the training effect.
【学位授予单位】：西南财经大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：F272.92;F832.31

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