中国农业发展银行N分行员工职业生涯管理体系的设计

发布时间：2018-03-10 21:35

本文选题：农业发展银行　切入点：员工职业生涯管理　出处：《宁夏大学》2017年硕士论文　论文类型：学位论文

【摘要】：随着当今银行业的快速发展,要想达到企业战略目标的实现,开展员工职业生涯管理,构建员工职业生涯管理体系,对于实现银行持续发展具有重要意义,既能使企业保持良好的稳定性,有效提高职工工作满意度,同时降低员工的离职率,也能促进企业经营发展,实现企业与员工共同进步的目的。但作为政策性银行,包括农发行在内的国内银行业在员工职业生涯管理上尚处于萌芽阶段。本文以战略人力资源管理有关理论为指导,通过对中国农业发展银行的一级分行——农业发展银行N分行职业生涯管理体系现存的问题进行分析,结合该行人力资源现状,提出了在岗位体系的基础上,以岗位管理和能力管理相结合,建立持续推动适用于不同职业生涯阶段员工能力增长和人才分层分类管理的系统框架,通过建立以岗位能力模型为基础,以对员工进行基于岗位能力模型的定期评估为依据,根据岗位胜任能力匹配人才培养、激励等人力资源政策为手段,最终目的是形成一个科学评价、动态培养、持续激励的职业管理体系。本文所设计的职业管理体系在农发行N分行具有较强的可操作性和实践性,可为农发行N分行人力资源管理模式的转型升级提供坚实的理论基础。
[Abstract]:With the rapid development of the banking industry, it is of great significance to realize the strategic goal of the enterprise, to carry out the career management of the employees and to construct the system of the management of the employees' career, which is of great significance to the sustainable development of the bank. It can not only make the enterprise maintain good stability, improve the employee's job satisfaction effectively, but also reduce the employee's turnover rate, promote the enterprise's management and development, and realize the goal of the enterprise and the employee's common progress. But as a policy bank, The domestic banking industry, including the Agricultural Development Bank, is still in its infancy in the management of its employees' career. This paper is guided by the relevant theories of strategic human resources management. Based on the analysis of the existing problems in the career management system of Agricultural Development Bank of China (ADB), the first branch of the Agricultural Development Bank of China, the N branch of the Agricultural Development Bank of China, and the present situation of the bank's human resources, this paper puts forward the basis of the post system. Based on the combination of post management and competency management, this paper establishes a systematic framework that can continuously promote the ability growth of employees and the classified management of talents in different career stages, which is based on the post competency model. On the basis of regular evaluation of employees based on post competency model, according to the human resource policy of matching post competence and training talents, the ultimate aim is to form a scientific evaluation and dynamic training. The career management system designed in this paper has strong maneuverability and practicability in Agricultural Development Bank N Branch, which can provide a solid theoretical basis for the transformation and upgrading of human resource management mode of Agricultural Development Bank N Branch.
【学位授予单位】：宁夏大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F832.33

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