包商银行二线员工人员配置问题研究

发布时间：2018-05-08 19:18

本文选题：包商银行 + 二线员工　；参考：《辽宁大学》2012年硕士论文

【摘要】：在我国不断成熟的市场经济体制背景下,企业间的竞争从产品竞争,发展到市场竞争,到现在主要是人力资源方面的激烈竞争。企业的第一资源是人力资源这个观点目前已得到广泛认同。人力资源管理和开发的难点和焦点问题是如何才能合理充分地配置员工,以期实现企业的效益最大化。包商银行前身是包头市商业银行,成立于1998年,是内蒙古自治区最早成立的股份制商业银行。根据包商银行2011年——2013年战略发展规划,包商银行要力争在三年内将经营规模翻一番的战略目标。而这个战略目标的实现离不开科学高效的人力资源管理,这其中合理的二线员工人员配置是根本保障。目前,包商银行主要存在人员总量与业务发展的人员需求之间的矛盾,人员结构与业务发展水平之间的矛盾,人员分布与实际岗位需求之间的矛盾等等。包商银行与其他银行相比,人员总量相对较少,各项人均指标都处于领先地位,受资产规模的限制,包商银行总体数据指标处于劣势地位。各银行为了在激烈的市场竞争中获得优势地位不断在业务推广方面推陈出新,这在很大程度上大大加重了二线岗位的实际工作量,包商银行二线员工在此背景下承受着日益加重的工作压力,二线员工的稳定性和工作满意度因此遭受严峻挑战。本文首先从选题的背景及意义、国内外的研究现状、研究内容和研究方法进行介绍,阐述了人力资源配置的相关理论研究情况,然后从包商银行的人员总量,人员结构,人员分布情况等方面介绍了包商银行的二线员工人员配置的现状,并与其他银行进行了比较。通过多方面的调查比较,得出包商银行二线员工人员配置方面存在的问题,在此基础上分析了产生问题的根源。最后,从完善人才选拔机制,完善绩效管理体系,加强员工培训和后备人才培养,优化费用配置,调整二线员工组织结构和业务形式等五大方面提出了优化包商银行二线员工人员配置问题的思路和对策。
[Abstract]:Under the background of our country's mature market economy system, the competition between enterprises develops from product competition to market competition, and now it is mainly the fierce competition of human resources. The view that the first resource of an enterprise is human resource has been widely accepted. The difficulty and focus of human resource management and development is how to allocate the staff reasonably and fully in order to maximize the benefit of the enterprise. Baotou City Commercial Bank, founded in 1998, is the earliest joint-stock commercial bank in Inner Mongolia Autonomous region. According to its 2011-2013 strategic development plan, the contractor bank aims to double its operations in three years. The realization of this strategic goal is inseparable from the scientific and efficient human resource management, in which the rational second-line staffing is the fundamental guarantee. At present, there are contradictions between the total number of personnel and the personnel demand of the business development, the contradiction between the personnel structure and the level of business development, the contradiction between the distribution of personnel and the actual post demand and so on. Compared with other banks, the total personnel of the contractor bank is relatively small, and the per capita indicators are in the leading position. Due to the limitation of asset size, the overall data index of the contractor bank is in the inferior position. In order to gain an advantage in the fierce market competition, banks continue to bring forth new ideas in business promotion, which to a large extent has greatly increased the actual workload of second-tier jobs. In this context, the second-line employees of the contractor bank are under increasing pressure, and the stability and job satisfaction of the second-line employees are facing severe challenges. This paper first introduces the background and significance of the topic, the current research situation at home and abroad, the research contents and research methods, and expounds the relevant theoretical research situation of human resource allocation, and then from the total number of personnel, personnel structure of the contractor bank, This paper introduces the status quo of the second-line staffing of the contractor bank and compares it with other banks. Through the investigation and comparison of various aspects, the problems in the staffing of the second line of the contractor bank are obtained, and on this basis, the root causes of the problems are analyzed. Finally, from perfecting the talent selection mechanism, perfecting the performance management system, strengthening the staff training and reserve talent training, optimizing the cost allocation, This paper puts forward the ideas and countermeasures of optimizing the staffing of the second line of the contractor bank from five aspects, such as adjusting the organizational structure and the business form of the second line employees.
【学位授予单位】：辽宁大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：F272.92;F832.33

【参考文献】