我国农村信用社人力资源管理问题研究

发布时间：2018-07-07 13:16

本文选题：农村信用社 + 人力资源　；参考：《重庆大学》2012年硕士论文

【摘要】：近年来，我国逐步加大对三农的发展投入，连续几年中央一号都是针对三农的，这显示了三农在我国社会经济中的重要地位。农村信用社是农村金融的主力军，对我国社会发展具有重要意义。农村信用社经过改革虽取得一定成绩，但与其它商业银行和外资银行相比，竞争还不充分，这突出表现在人力资源管理水平上。当前，由于各种原因的影响，我国农村信用社在人力资源管理上还存在着许多的问题与不足，这些问题与不足严重制约着我国农村信用社的可持续发展。本文在研究内容上共分为四个部分，系统的对我国农村信用社人力资源管理进行了研究。第一部分为绪论部分。这一部分对研究背景进行了介绍，指出当前研究我国农村信用社人力资源的重要意义，并在相关文献分析的基础之上，对国内外商业银行及农村信用社人力资源管理研究现状进行了阐述。同时，对本课题的研究目的、研究内容和研究方法进行了介绍，对本课题的研究有基础性了解。本文第二部分为理论基础部分。在这一部分中分别对资源、人力资源，以及人力资源管理、农村信用社人力资源管理的概念进行了分析和理解。并从当前社会发展的现实现状，从五个方面对我国农村信用社进行人力资源改革的必要性进行了解释，以说明我国农村信用社进行人力资源改革的急切性。只有不断的进行改革，才能更好使我国农村信用社适应当前的社会发展需求，，更好的为社会发展提供有效服务。本文第三部分为农村信用社现状分析。在这一部分中，首先对我国农村信用社自建国以来的发展历程分五个阶段进行了说明。同时以我国东部某市级农村信用社为例，从员工职称水平、专业结构、学历水平、知识结构四个方面进行了分析，并指出当前我国农村信用社人力资源管理在发展过程中存在的问题与不足，通过对农村信用社人力资源的现存问题进行分析和总结，进行深层次的剖析，指出影响我国农村信用社人力资源管理发展的原因，探析其制约因素。本文第四部分为对策部分。通过对当前农村信用社人力资源发展过程中存在的问题进行深度分析，结合当前社会发展实际，分别从农村信用社人力资源管理的观念改变、发展战略性人力资源、人力资源规划、培训与开发等六个方面制定我国农村信用社人力资源管理的发展路径，通过对各项措施的制定，推进农村信用社可持续发展。同时，本文分别从文化保障、技术保障、组织保障三个方面来对农村信用社人力资源管理进行保障建设，促进农村信用社人力资源向合理的发展水平前行，提高农村信用社人力资源的竞争力，推动其良性发展。
[Abstract]:In recent years, China has gradually increased its investment in the development of agriculture, rural areas and farmers, and for several years in a row, the number one of the Central Committee is aimed at agriculture, rural areas and farmers, which shows the important position of agriculture, rural areas and farmers in the social economy of our country. Rural credit cooperatives are the main force of rural finance, which is of great significance to the social development of our country. Although rural credit cooperatives have made some achievements in reform, the competition is not enough compared with other commercial banks and foreign banks, which is prominent in the level of human resources management. At present, due to the influence of various reasons, there are still many problems and deficiencies in human resource management of rural credit cooperatives in China, which seriously restrict the sustainable development of rural credit cooperatives in China. This paper is divided into four parts, and systematically studies the human resource management of rural credit cooperatives in China. The first part is the introduction. This part introduces the research background, points out the significance of the current research on the human resources of rural credit cooperatives in China, and based on the analysis of relevant literature, The present situation of human resource management of commercial banks and rural credit cooperatives at home and abroad is expounded. At the same time, the research purpose, research content and research method are introduced. The second part of this paper is the theoretical basis. In this part, the concepts of resources, human resource management and human resource management of rural credit cooperatives are analyzed and understood. The necessity of human resource reform in rural credit cooperatives is explained from five aspects in order to explain the urgency of human resource reform in rural credit cooperatives. Only through continuous reform can the rural credit cooperatives of our country adapt to the needs of the current social development and provide effective services for the social development. The third part is the analysis of the current situation of rural credit cooperatives. In this part, the development of rural credit cooperatives has been explained in five stages since the founding of the people's Republic of China. At the same time, taking a city rural credit cooperative in the east of China as an example, this paper analyzes the level of professional title, professional structure, educational background and knowledge structure of employees. This paper also points out the problems and shortcomings in the development of human resources management of rural credit cooperatives in China. Through the analysis and summary of the existing problems of human resources in rural credit cooperatives, the paper makes a deep analysis. This paper points out the reasons that affect the development of human resource management of rural credit cooperatives in China, and probes into its restrictive factors. The fourth part of this paper is the countermeasure part. Through the in-depth analysis of the problems existing in the process of the development of human resources of rural credit cooperatives, combining with the reality of current social development, the paper develops strategic human resources by changing the concept of human resources management of rural credit cooperatives, respectively. Human resource planning, training and development are six aspects to establish the development path of human resource management of rural credit cooperatives in China. Through the formulation of various measures, the sustainable development of rural credit cooperatives can be promoted. At the same time, this article separately from the cultural guarantee, the technical guarantee, the organization safeguard three aspects carries on the safeguard construction to the rural credit cooperative human resources management, promotes the countryside credit cooperative human resources to the reasonable development level forward, Improve the competitiveness of rural credit cooperatives human resources, promote its sound development.
【学位授予单位】：重庆大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：F272.92;F832.35

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