M商业银行战略人力资源审计探讨

发布时间：2018-04-14 11:34

本文选题：商业银行 + 战略人力资源　；参考：《厦门大学》2009年硕士论文

【摘要】： 随着知识经济时代的来临,人力资源成为企业竞争优势的重要来源。伴随着战略人力资源管理的深入人心,人力资源审计的重要性也日益凸现。有效的人力资源审计不仅可以保持人力资源战略与组织战略的一致性,使组织现有人力资源发挥更大的效用,将人力资源优势转化为核心竞争力的优势,还可以发现人力资源管理的存在的漏洞和薄弱环节,从而界定问题、分析问题、明确问题解决的方向与思路,为组织战略目标的实现提供科学支撑。作为提升人力资源管理层次重要的诊断工具和战略决策手段,开展战略人力资源审计的迫切性也逐渐被提上企业议程。本文是笔者通过MBA课程的学习,结合自己在M商业银行人力资源审计切身经历,采用理论研究、应用研究及案例分析相结合的研究方法,通过对国内外人力资源审计“SDW模型”,杨伟国的“天坛模型”和其他观点的回顾、分析和综合,在杨伟国“天坛模型”的基础上改良,提出了一种更具适用性和操作性的企业战略人力资源审计“金字塔”模型。该模型和杨伟国的“天坛模型”比具有5个方面的优势,整体来说更具适应性和可操作性。为验证该模型的实际适用性,利用该模型对M商业银行战略人力资源审计实践进行了分析。M商业银行是一家处于快速发展、成熟稳健的外资商业银行,人力资源审计对其健康快速发展有着至关重要的意义,然而公司快速发展过程中遇到了一些人力资源方面问题,并逐渐成为制约公司发展的瓶颈。利用该模型对M商业银行人力资源战略与公司战略的一致性,人力资源子系统内部的协调性和人力资源管理的执行度和有效性进行全方面的审计和分析,找出了引起问题的原因,发现了其需要改进的方面,并提出了改进的建议和方向。本文的研究成果主要体现在四个方面,一、针对杨伟国战略人力资源审计的“天坛模型”不足,提出了企业战略人力资源审计“金字塔”模型,使其更具实用性和可操作性,二、提出了独具特色的PDCA循环审计流程以保证人力资源审计的质量。三、针对目前人力资源会计在实践运用中存在种种困难,提出构建科学合理的人力资源管理评价指标体系以推动人力资源量化管理。四、为其他企业开展人力资源审计提供参考作用。由于战略人力资源审计在我国还是一个比较新的课题。目前关于人力资源审计的研究还很少,针对企业特别是商业银行进行人力资源审计的研究还是个空白。本研究可以加大人力资源审计普及,填补国内企业人力资源审计实战经验的空白,对其他企业开展人力资源审计具有一定的借鉴价值。
[Abstract]:With the advent of knowledge economy era, human resources have become an important source of competitive advantage.Along with the strategic human resource management, the importance of human resource audit is becoming more and more obvious.An effective audit of human resources can not only maintain the consistency of human resource strategy and organization strategy, but also make the existing human resources of the organization play a greater role, and turn the advantages of human resources into the advantages of core competitiveness.We can also find the loopholes and weak links of human resource management, so as to define the problem, analyze the problem, clarify the direction and thinking of solving the problem, and provide scientific support for the realization of the strategic goal of the organization.As an important diagnostic tool and strategic decision-making means to improve the level of human resources management, the urgency of developing strategic human resources audit has gradually been put on the enterprise agenda.This article is the author through the MBA course study, unifies own in M commercial bank human resources audit personal experience, uses the theory research, the application research and the case analysis unifies the research method,Through reviewing, analyzing and synthesizing the "SDW model" of human resources audit at home and abroad, the "Temple of Heaven model" of Yang Weiguo and other viewpoints, this paper improves on the "Temple of Heaven model" of Yang Weiguo.A more applicable and operable "pyramid" model of enterprise strategic human resource audit is proposed.Compared with the Temple of Heaven model of Yang Weiguo, the model has five advantages and is more adaptable and operable as a whole.In order to verify the applicability of the model, this paper analyzes the strategic human resource audit practice of M commercial bank by using the model. M commercial bank is a fast developing, mature and stable foreign commercial bank.Human resource audit is of great significance to its healthy and rapid development. However, in the process of rapid development, the company has encountered some human resource problems, and has gradually become a bottleneck restricting the development of the company.The model is used to audit and analyze the consistency between human resource strategy and company strategy of M commercial bank, the coordination of human resource subsystem and the implementation and effectiveness of human resource management.Find out the cause of the problem, find out the aspects that need to be improved, and put forward suggestions and directions for improvement.The research results of this paper are mainly reflected in four aspects. First, aiming at the shortage of "Temple of Heaven model" of Yang Weiguo's strategic human resources audit, this paper puts forward the "pyramid" model of enterprise strategic human resources audit, which makes it more practical and operable.Second, the unique PDCA cycle audit process is proposed to ensure the quality of human resources audit.Thirdly, in view of the difficulties existing in the practical application of human resource accounting at present, this paper puts forward a scientific and reasonable evaluation index system of human resource management to promote the quantification management of human resources.Fourth, for other enterprises to carry out human resources audit to provide a reference role.As strategic human resources audit in China is still a relatively new topic.At present, there are few researches on human resource audit, but the research on human resource audit for enterprises, especially commercial banks, is still a blank.This study can increase the popularity of human resource audit, fill in the gap of actual experience of human resource audit in domestic enterprises, and have certain reference value for other enterprises to carry out human resource audit.
【学位授予单位】：厦门大学
【学位级别】：硕士
【学位授予年份】：2009
【分类号】：F239.6

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