基于胜任力模型的中国银行忻州分行客户经理选聘机制研究

发布时间：2018-05-17 05:15

本文选题：客户经理 + 胜任力模型　；参考：《吉林财经大学》2017年硕士论文

【摘要】：在全球经济联动日益增强以及我国全面金融体制改革的态势下,快速兴起的各类中小商业银行使商业银行之间得竞争越来越激烈,这就促使客户经理成为商业银行在金融市场竞争中制胜的关键人力基础。客户经理选聘的顺利与否很大程度上决定了银行客户经理整体绩效好坏,甚至会影响银行整体目标是否能顺利实现。以往的选聘方式更多是关注员工的履历、知识、技能等外在品质,一些内在隐性特征往往被忽视,致使选聘结果不尽人意,所以要用新的观点视角对目前的选聘机制重新优化。基于胜任力模型的客户经理选聘研究能为优化给目前银行客户经理的选聘机制以强大的支持,也是前沿人力资源管理研究理论的重要趋向。中国银行忻州分行是本文的研究对象,笔者从胜任力模型出发为分行客户经理的选聘开辟一个新的方向和切实的标准,研究修正分行客户经理选聘体制。本文阐明了胜任力及胜任力模型相关的理论,以及银行客户经理的胜任力内涵、外延和类型等。同时,阐述银行客户经理选聘相关理论。针对中国银行忻州分行目前人员选聘体系存在的问题,特别是客户经理在选聘中存在的主要问题,分析客户经理选聘中的欠缺、制约项目和原因等。对中国银行忻州分行客户经理选聘情况阐述分析。利用查阅资料等一系列方法探索选定的中国银行忻州分行客户经理的胜任力模型,构建了中国银行忻州分行客户经理选聘机制。包括其构建的总体思路与原则,主要内容,并在中行忻州分行客户经理选聘中的加以应用最终得出分行客户经理基于胜任力模型的选聘机制,并提出了相关保障措施。最终得到以下几个结论:基于胜任力模型的中行忻州分行客户经理选聘机制即根据中行忻州分行客户经理岗位胜任力模型所要求的员工必备的深层特质来考察应聘者,找到最适合本岗位的应聘者这样既可以使人才的作用充分发挥,还可以使其获得成就感;根据中行忻州分行行情建立起的客户经理胜任力模型是构建其选聘体系的基础,可以有效的提高选聘时选择人员的针对性和准确性;对选聘效果提出的评估和保障,为以后选聘方式的改进提供依据;确定的胜任力模型和基于胜任力模型的选聘机制,对其他人力资源的其他模块都有一定的参考价值。
[Abstract]:With the increasing global economic linkage and the overall financial system reform in China, the rapid rise of all kinds of small and medium-sized commercial banks have made the competition between commercial banks more and more fierce. This urges the customer manager to become the key human base for commercial banks to win the financial market competition. The success or not of the account manager determines the overall performance of the bank's customer manager to a great extent, and even affects whether the bank's overall goal can be successfully realized. In the past, more attention was paid to the external qualities of employees, such as resume, knowledge, skills and so on. Some internal and implicit characteristics were often ignored, which resulted in unsatisfactory selection and employment results, so we should re-optimize the current mechanism of selection and employment from a new perspective. The research on the selection and employment of account managers based on competency model can provide strong support for optimizing the mechanism of selecting and hiring account managers in banks at present, and it is also an important trend in the research of frontier human resource management theory. Xinzhou Branch of Bank of China is the object of this paper. Based on the competency model, the author opens up a new direction and practical standard for the selection and employment of branch account managers, and studies and modifies the system of selecting and appointing account managers in branches. This paper expounds the theory of competency and competency model, and the competence connotation, extension and type of bank customer manager. At the same time, the bank account manager selection and employment theory. In view of the problems existing in the current personnel selection and employment system of Xinzhou Branch of Bank of China, especially the main problems existing in the selection and employment of the account manager, this paper analyzes the shortcomings, constraints and reasons of the selection and employment of the account manager. To the Bank of China Xinzhou Branch account manager selection and employment analysis. A series of methods such as consulting data are used to explore the competency model of the selected account manager in Xinzhou Branch of Bank of China, and the mechanism of selecting and appointing the account manager in Xinzhou Branch of Bank of China is constructed. Including its general ideas and principles, the main content, and in Xinzhou Branch of Bank of China in the selection and employment of account managers to be applied to the end of the branch customer manager based on competency model selection and employment mechanism, and put forward the relevant safeguard measures. Finally, the following conclusions are drawn: based on the competency model, the mechanism of selecting and appointing account managers in Xinzhou Branch of Bank of China (BOC) is to investigate the applicants according to the essential characteristics of the employees required by the competency model of Xinzhou Branch. Finding the most suitable candidate for this position can not only give full play to the role of the talented person, but also give them a sense of accomplishment. The model of account manager competence established by Bank of China Xinzhou Branch is the basis of the selection and employment system. It can effectively improve the pertinence and accuracy of selecting personnel, evaluate and guarantee the effect of selection and employment, provide the basis for the improvement of the selection and employment mode, determine the competency model and the selection and employment mechanism based on competency model, Other human resources to other modules have a certain reference value.
【学位授予单位】：吉林财经大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.91;F832.33

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