内蒙古银监局人力资源培训的现状存在问题和解决对策

发布时间：2018-06-28 14:50

本文选题：内蒙古银监局 + 人力资源　；参考：《内蒙古师范大学》2012年硕士论文

【摘要】：现代社会最重要的人、财、物、信息四种资源中,人力资源作为一种核心资源对于企业和行政事业的发展具有极其重要的意义。而人力资源的一个重要特点就是增值性,即通过学习培训、实践锻炼等外部环境的影响,激发人力资源内生知识的提高,使人力资源的使用价值得到更大程度的发挥。内蒙古银监局监局8年以来,基于国家经济金融形势的发展、国际金融危机的影响、银行业发展和创新步伐迅猛、银行业监管工作面临的挑战严峻的现实,对培训工作一直都比较重视,从培训形式来看,采取了集中培训、视频培训、网上培训、出境考察等；从培训内容来看,主要是围绕监管业务,包括现场检查、非现场监管、金融理财、银行卡、表外业务、信贷业务、房地产业务等；从培训的组织来看,由人事处具体负责内蒙古银监局机关及所辖银监分局的各类培训管理,其他各个部门、各个分局具体负责落实,包括培训计划的提出、培训师资的供给、培训对象的组织学习等；从培训机制建设来看,形成了师资队伍建设、培训成果考核、培训项目实施等基本管理框架,制定了《中国银行业监督管理委员会内蒙古监管局业务培训与学历教育管理规定》等。但培训工作仍存在很多问题,本文从三个层面提出了十个方面的不足,表现在对培训工作重要性认识不足、更加注重短期效应、监管工作与培训矛盾突出、培训供需不平衡、培训经费难以保证、体系不完备、激励机制缺失、师资队伍建设滞后、内在动力不足、培训的理念落后和方法单一。在此基础上提出了七个方面的解决对策,即深入开展培训需求分析,确保培训的开展有的放矢；制定周密的培训方案,保证培训的实施有条不紊：采取适配的培训方法,推动培训效果事半功倍；积极创新培训理念,促进培训成果的契约双赢；建立科学有效的考核机制,以制度化实现培训的双向激励；加强培训师资队伍建设,培养培训高质量的知识导向；定期开展全面培训评估,增强培训的有效性等,通过以上七个方面的解决对策,解决内蒙古银监局培训有效性不足的问题。
[Abstract]:Among the most important human, financial, material and information resources in modern society, human resources, as a core resource, play an extremely important role in the development of enterprises and administrative undertakings. One of the important characteristics of human resources is value-added, that is, through the influence of external environment, such as learning, training, practice and so on, it can stimulate the improvement of endogenous knowledge of human resources and make the use value of human resources play a greater role. In the past eight years, due to the development of the national economic and financial situation, the impact of the international financial crisis, the rapid pace of development and innovation of the banking industry, and the severe challenges faced by the banking supervision work, We have always attached great importance to the training work. In terms of training form, we have adopted centralized training, video training, online training, overseas inspection, etc. From the perspective of the training content, it mainly revolves around supervision business, including on-site inspection and off-site supervision. Financial management, bank cards, off-balance sheet business, credit business, real estate business, etc. From the point of view of the training organization, the personnel Department is specifically responsible for all kinds of training management of the Inner Mongolia Banking Regulatory Bureau and the Banking Supervision Bureau under its jurisdiction, and other departments, The sub-bureaus are specifically responsible for the implementation, including the proposal of training plans, the supply of training teachers, the organization and study of training objects, and so on; from the point of view of the construction of the training mechanism, this has resulted in the building of a contingent of teachers and the assessment of training results. The basic management framework, such as the implementation of training projects, has drawn up the regulations on Business training and academic Education of Inner Mongolia Supervision Bureau of China Banking Regulatory Commission, etc. However, there are still many problems in the training work. This paper puts forward ten deficiencies from three aspects: insufficient understanding of the importance of training work, more attention to short-term effects, prominent contradiction between supervision and training, imbalance between supply and demand of training, etc. The training funds are difficult to guarantee, the system is not complete, the incentive mechanism is missing, the teacher team construction lags behind, the internal motive force is insufficient, the training idea is backward and the method is single. On this basis, seven solutions are put forward, that is, to carry out in-depth training needs analysis to ensure that the training is carried out in a targeted manner; to formulate a well-designed training programme to ensure that the training is carried out in an orderly manner: to adopt a suitable training method, Promoting the training effect with half the effort; innovating the training idea actively, promoting the contract win-win of the training results; establishing scientific and effective examination mechanism to institutionalize the two-way incentive of training; strengthening the construction of the training faculty, In order to solve the problem of insufficient training effectiveness in Inner Mongolia Banking Supervision Bureau, we should develop comprehensive training evaluation regularly and enhance the effectiveness of training.
【学位授予单位】：内蒙古师范大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：F272.92;F832.3

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