农发行新进员工激励问题与对策研究

发布时间：2018-03-16 22:33

本文选题：农发行　切入点：新进员工　出处：《河北经贸大学》2017年硕士论文　论文类型：学位论文

【摘要】：中国农业发展银行(以下简称农发行)于1994年成立,是我国三大政策性银行之一。2014年,国务院第63次常务会议审议通过了农发行改革的总体方案,能不能抓住这次改革机遇,转变为现代化农业政策性银行,关键在于金融人才的支持。近年来,接受过高等教育和国外思潮的“80、90后”大学毕业生,逐渐成为了银行的主力军,他们择业观念要么倾向行业前沿的互联网金融,要么就是待遇丰厚的国有大型商业银行,较少会考虑政策性支农定位、经营观念偏向保守的农发行。这对于农发行吸引“80,90后”优秀大学毕业生、确保入职新进员工的稳定,构成了不小的挑战。针对这种现状,本文对农发行新进员工激励问题和对策进行了实证研究。首先,分别从农发行员工激励现状和新进员工激励需求两个角度进行了探究;其次,通过问卷调查对18个员工激励因素的重要程度进行了排序,调查结果显示,农发行新进员工激励因素重视程度排在前六位的依次为薪酬福利、职位晋升、培训学习、工作条件、业余时间和能力发挥。依据赫兹伯格的双因素理论,前六位的激励因素多属于保健因素,说明农发行新进员工激励层次比较低;再次,对问卷结果进行了分析,并总结了农发行新进员工激励存在的主要问题:一是酬薪较低,福利激励效果不明显,二是员工培训短期目的性强,没有考虑员工需求,三是晋升双通道未落实,职业发展规划缺失;最后,提出了五个不同方面的激励对策:一是提高基本工资,落实绩效工资以业绩为导向,推出“自助餐”式的福利制度;二是制定培训的长期方案,明确个人需求,赋予培训激励效果;三是落实业务岗位晋升双渠道,帮助员工制定职业生涯规划;四是创造人性、舒适的工作条件;五是提供休闲场所,尝试“休闲时间嵌入”的作息。总的来看,农发行新进员工激励问题和对略研究,对农发行人力资源管理工作具有参考价值,能够为农发行吸引“80,90”后优秀大学毕业生、加强新进员工的稳定性提供理论基础。
[Abstract]:The Agricultural Development Bank of China (hereinafter referred to as the Agricultural Development Bank), which was established on 1994, is one of the three major policy banks in China. In 2014, the 63rd executive meeting of the State Council deliberated and adopted the overall plan for the reform of the Agricultural Development Bank. The key to the transformation into a modern agricultural policy bank lies in the support of financial personnel. In recent years, "post-80s" college graduates who have received higher education and foreign trends of thought have gradually become the main force of the banks. Their idea of choosing a job either inclines to the frontier of the industry's Internet finance, or is a well-paid state-owned large commercial bank, and less will consider the policy orientation of supporting agriculture. The idea of management is in favor of the conservative Agricultural Development Bank, which poses a great challenge for the bank to attract outstanding post-80s graduates and ensure the stability of new entrants. This article has carried on the empirical research to the new employee incentive problem and the countermeasure of the Agricultural Development Bank. First, has carried on the research from the two angles of the current situation of the staff incentive and the new employee incentive demand of the Agricultural Development Bank; secondly, Through the questionnaire survey, the importance of the incentive factors of 18 employees is ranked. The results show that the first six important factors are salary and welfare, position promotion, training and study, working conditions. According to Herzberg's two-factor theory, most of the top six incentive factors belong to health care factors, indicating that the incentive level of the new entrants of the Agricultural Development Bank is relatively low. Thirdly, the results of the questionnaire are analyzed. And summarized the main problems existing in the new staff incentive of Agricultural Development Bank: first, the salary is low, the effect of welfare incentive is not obvious, the second is the strong short-term purpose of staff training, did not consider the needs of the staff, the third is that the promotion channels have not been implemented. The lack of career development planning; finally, five different aspects of incentives are put forward: one is to increase the basic salary, the implementation of performance-oriented performance pay, the introduction of a "buffet" type of welfare system; the other is to develop long-term training programs. Define personal needs, give training incentives; third, implement dual channels for promotion of business posts to help employees formulate career plans; fourth, create human and comfortable working conditions; fifth, provide leisure places, Try to "embed leisure time". Generally speaking, the incentive problem and the research on the new staff of the Agricultural Development Bank are of reference value to the human resources management of the Agricultural Development Bank, and can attract outstanding university graduates after the "8090" for the Agricultural Development Bank. Strengthen the stability of new employees to provide a theoretical basis.
【学位授予单位】：河北经贸大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F832.31

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