山西M银行人力资源培训研究

发布时间：2018-04-18 14:44

本文选题：国有商业银行 + 教育培训　；参考：《山西财经大学》2012年硕士论文

【摘要】：在对外开放的背景下，银行业竞争日益激烈，，而在这场竞争中取胜的关键是人才，人才作为企业发展的核心竞争力，拥有别的资源所不具备的战略性优势。但银行员工面对不断变化的新形势其适应能力是有限的，要使组织长久保持人才优势，就必须做好人力资源的培训工作。虽然近年来我国的国有商业银行教育培训工作得到了快速发展也取得了显著的成绩，各项数据不断创下历史新高，但与建设国际一流金融企业对教育培训工作的要求还有很多要认真研究和解决的问题。为此，本文通过走访、面谈、查阅M银行的统计资料并结合自己在M银行实习的经历，认为M银行在人力资源培训方面存在着培训需求分析不足、师资力量缺乏、培训设施的落后、培训内容形式化、培训评估工作不到位、激励体制不完善的问题。分析了产生这些问题的原因有：观念、体制的制约、培训资源投入不足、培训部门地位不高。最后提出了改善提高M银行培训效益的对策：一是培训核心理念的确立；二是职业生涯培训体系的建设；三是柯氏四层培训评估模型的建立；四是培训激励机制的完善；五是培训机构的工作建设；最后一点是加大培训资金的投入。
[Abstract]:Under the background of opening to the outside world, the competition of banking industry is increasingly fierce, and the key to win in this competition is talents, who, as the core competitiveness of enterprise development, have strategic advantages that other resources do not have.However, the ability of bank staff to adapt to the changing new situation is limited. In order to make the organization maintain its talent advantage for a long time, it is necessary to do a good job of human resources training.Although the education and training work of state-owned commercial banks in China has developed rapidly in recent years, it has also made remarkable achievements, and all kinds of data have continuously reached a record high in history.However, there are still many problems to be studied and solved in order to build international first-class financial enterprises.Therefore, through visiting, interviewing, consulting the statistics of M Bank and combining with my own experience of internship in M Bank, this paper thinks that M Bank has insufficient analysis of training needs in human resources training, and lack of teachers.The laggard of training facilities, formalization of training contents, lack of training evaluation and imperfect incentive system.The reasons for these problems are: concept, system restriction, insufficient investment of training resources and low status of training department.Finally, the paper puts forward the countermeasures to improve the training efficiency of M Bank: first, the establishment of the core concept of training; second, the construction of the career training system; third, the establishment of the evaluation model of the four layers of training, the fourth, the perfection of the training incentive mechanism;Fifth, the work of training institutions; the last point is to increase the input of training funds.
【学位授予单位】：山西财经大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：F832.3;F272.92

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