包商银行员工招聘策略研究

发布时间：2018-06-12 14:15

本文选题：包商银行 + 员工招聘　；参考：《辽宁大学》2012年硕士论文

【摘要】：随着全球经济的发展和世界大环境的不断变化,特别是金融危机的频频发生都对现代银行业的发展提出了新的要求。人力资源招聘是一个银行发展的重要战略之一,因此必须对其充分重视。有效的员工招聘能够提高企业的竞争力,降低成本和扩大企业知名度。包商银行作为内蒙古地区成立最早的股份制商业银行和全国性的股份制商业银行,自成立以来获得了良好的发展,在业界内获得了很好的口碑。但是在人员招聘方面,目前包商银行的招聘环节还不够完善,还存在着一些问题。比如招聘策略的选择问题、甄选策略问题、人岗匹配问题等。本文通过小李三个真实发生在包商银行招聘过程中的典型案例分别说明了这些问题。在招聘策略的选择方面,根据具体的情况既可以选择内部招聘,也可以选择外部招聘,更可以选择内外部招聘相结合的方式,同时在具体的招聘渠道上,应当尽量选择多种招聘渠道；在甄选策略方面,在保持传统甄选方法的基础上,积极采用现代化的招聘方式,比如心理测试的方法等,以更好的挑选出合适的人才；在人岗匹配方面,要充分了解员工的性格和擅长之处,正确判断其所适合的工作岗位,做到人岗融洽,同时,一旦发现有人岗不匹配的情况,要及时作出相应处理,根据实际情况做出合适的调整。加强对这些问题的研究,对于提升包商银行的工作效率,提高其市场竞争能力和综合实力都有重要的意义。因此,我们需要对其进行充分的研究,并制定出合适的包商银行招聘策略方案。同时,在员工招聘环节,要多管齐下、搜寻人才；在员工甄选环节,要科学量化、挖掘潜力；在员工录用及招聘评估环节,要积极反馈、适时调整。本文立足于包商银行的实际情况,是理论与实际的结合,因此,不仅可以作为国内其他银行业员工招聘的参考文献,还可以将研究成果推广到人力资源管理的其他环节中去,具有非常重大的意义。
[Abstract]:With the development of the global economy and the constant changes of the world environment, especially the frequent occurrence of the financial crisis, the development of the modern banking industry has put forward new requirements. Human resource recruitment is one of the important strategies for the development of a bank, so it must be paid full attention to. Effective employee recruitment can improve the competitiveness of the enterprise, reduce costs and expand the visibility of the enterprise. As the earliest joint-stock commercial bank and the national joint-stock commercial bank in Inner Mongolia, the contractor bank has gained good development since its establishment and gained a good reputation in the industry. But in the personnel recruitment aspect, at present the contractor bank recruitment link is not perfect, still has some problems. For example, the selection of recruitment strategy, selection strategy, post matching and so on. This paper explains these problems through three typical cases of Xiaoli which actually happened in the recruitment process of the contractor bank. In the selection of recruitment strategy, according to the specific situation, we can choose both internal and external recruitment, but also choose the combination of internal and external recruitment, at the same time, in the specific recruitment channels, In the selection strategy, on the basis of maintaining the traditional selection methods, we should actively adopt modern recruitment methods, such as psychological testing, in order to better select the right talents. In the aspect of matching people and posts, we should fully understand the character and expertise of employees, correctly judge the suitable work positions, and make people and posts harmonious. At the same time, once we find that people and posts do not match, we should deal with them in a timely manner. Make appropriate adjustments according to the actual situation. It is of great significance to strengthen the research on these problems to improve the working efficiency of the contractor bank and to improve its market competition ability and comprehensive strength. Therefore, we need to make a full study of it and work out a suitable recruitment strategy for the contractor bank. At the same time, in the process of employee recruitment, we should search for talents in a multi-pronged way; in the selection of employees, we should quantify scientifically and tap the potential; in the link of recruitment and recruitment evaluation, we should make positive feedback and timely adjustment. This paper is based on the actual situation of the contractor bank, which is the combination of theory and practice. Therefore, it can not only be used as a reference document for the recruitment of staff in other banks in China, but also extend the research results to other links of human resources management. Of great significance.
【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】