中国建设银行吉林省分行人力资源管理研究

发布时间：2018-04-27 00:27

本文选题：用工规划 + 内部人才市场　；参考：《吉林大学》2012年硕士论文

【摘要】：中国建设银行建行吉林省分行成立于1954年，50多年来，吉林省分行致力于国民经济基础建设与民众生活水平的提高，为吉林省经济发展做出卓越贡献，建行吉林省分行全体员工真拼实干，奋勇争先，积极开拓市场，大力推进机构改革，优化经营管理机制，不断创新金融业务，强化风险管理，在激烈的市场竞争中，经营效益和价值创造水平屡创新高。建行吉林省分行以其全方位的金融服务，成为区域资产质量最佳、效益最好的银行。为了更好的为人民服务，吉林省建行从人力资源管理入手，完善提高员工的素质、服务热情以及积极向上的阳光心态。人力资源管理从人事管理阶段发现而来。人力资源管理相对于人事管理更加的具有可行性、合理性以及科学性。目前，对人力资源管理的轻视，缺乏对人力资源管理的认识；缺乏合理的用人制度和机制；对员工缺乏积极有效的激励措施和方法；文化滞后，以及文化的建设与人力资源管理不相协调等因素。造成了人力资源选择没有实现真正意义的市场化、内部人才市场有待形成、员工职业生涯不明确和激励机制需要完善等一系列的问题。在吉林省建行内部同样存在上述的问题，对此吉林省分行根据实际，制定合理的用工规划，，建立员工的进入和退出机制，在岗位招聘方面做到根据岗位的具体要求选择人员。同时在吉林省建行内部努力搭建内部人才市场，完善内部竞争机制，将合适的人员调整到适合的岗位。在培训方面，将内部培训与外部培训有机的结合起来，既提高了员工的业务能力也使得员工的综合素质有所提高，帮助员工明确自己的职业生涯道路，增强员工的忠诚度。合理的薪酬政策也是人力资源管理策略的主要内容，具体的措施为将长期激励与短期激励相结合，同时兼顾物质激励与精神激励。吉林省分行通过人力资源管理政策的实施，业务工作得到了快速增长，资产质量明显好转。随着员工收入的增加，员工的营销积极性被激发出来，在维护客户的同时企业的效益有了明显的提升，从而达到了客户、企业、员工三方共赢的局面。
[Abstract]:Since its establishment in 1954 and more than 50 years ago, the Jilin Branch of China Construction Bank has devoted itself to the improvement of the national economic infrastructure and the improvement of the people's living standards, and has made outstanding contributions to the economic development of Jilin Province. All the employees of the Jilin Branch of CCB have been working hard to open up the market, vigorously promote institutional reform, optimize the management mechanism, continuously innovate the financial business, strengthen risk management, and in the fierce market competition, Operating efficiency and value creation level has repeatedly reached new heights. With its comprehensive financial services, CCB Jilin Branch has become the best bank with the best quality and benefit of regional assets. In order to better serve the people, Jilin Province Construction Bank from the human resources management, improve the quality of staff, service enthusiasm and positive sunshine mentality. Human resource management is discovered from the personnel management stage. Human resource management is more feasible, reasonable and scientific than personnel management. At present, the contempt of human resources management, the lack of understanding of human resources management, lack of reasonable employment system and mechanism, lack of positive and effective incentives and methods for employees, cultural lag, And cultural construction and human resources management and other factors are not coordinated. It has caused a series of problems, such as human resource selection has not realized the real sense of marketization, the internal talent market has yet to be formed, the employees' career is not clear and the incentive mechanism needs to be perfected, and so on. The above problems also exist in Jilin Construction Bank. According to the actual situation, Jilin Branch formulates reasonable employment planning, establishes employee entry and exit mechanism, and selects personnel according to the specific requirements of the post in the field of job recruitment. At the same time, we should try hard to set up the internal talent market, perfect the internal competition mechanism, and adjust the suitable personnel to the right position in Jilin Construction Bank. In the aspect of training, the combination of internal training and external training not only improves the staff's business ability, but also improves the staff's comprehensive quality, helps the staff to make their career path clear, and strengthens the employee's loyalty. Reasonable salary policy is also the main content of human resource management strategy. The concrete measure is to combine long-term incentive with short-term incentive, and at the same time to give consideration to material incentive and spiritual incentive. Jilin Province Branch through the implementation of human resources management policy, business has been rapid growth, asset quality improved significantly. With the increase of employees' income, the enthusiasm of employees' marketing is stimulated, and the benefits of enterprises are obviously improved while maintaining customers, thus achieving the win-win situation of customers, enterprises and employees.
【学位授予单位】：吉林大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：F272.92;F832.3

【参考文献】