商业银行个人理财顾问胜任力模型研究

发布时间：2018-01-11 09:38

本文关键词：商业银行个人理财顾问胜任力模型研究　出处：《西南财经大学》2014年硕士论文　论文类型：学位论文

【摘要】：胜任力的研究起源于美国,它是用来区分个体在某一特定岗位不同绩效表现的深层次行为特征。自20世纪70年代胜任力概念提出以来,许多国内外优秀学者对胜任力进行了大量的研究。胜任力模型是指一系列不同胜任力要素的组合,它是一种企业人力资源的管理工具,同时也是一种企业人力资源的管理手段。目前,许多企业纷纷开始构建本企业关键岗位的胜任力模型。胜任力模型的研究为企业进行员工的招聘选拔、培训开发和绩效考核等提供了依据,是现代人力资源管理新的理论基点。改革开放以来,我国居民收入的不断提高以及理财意识的不断增强,为个人理财业务的发展带来了重要的契机。随着个人理财业务的快速发展,越来越多的商业银行将个人理财顾问制逐渐引入到业务管理中,开始实行个人理财顾问负责制度,个人理财顾问的角色越来越重要。但是,如何加快个人.理财顾问队伍建设,建立有效的个人理财顾问招聘选拔、培训开发和绩效考核体系己经成为商业银行急需解决的问题。从目前的研究成果上看,虽有很多有关商业银行员工胜任力的研究,但多数研究都集中在银行管理人员胜任力的研究,而对于商业银行个人理财顾问胜任力的研究相对较少。因此,本研究以商业银行个人理财顾问为研究对象,在实证分析的基础上,构建出商业银行个人理财顾问胜任力模型。为商业银行进行个人理财顾问的招聘、培训和考核等人力资源活动提供科学与客观的依据,进一步丰富有关商业银行胜任力理论。本研究共有六个部分。第一部分绪论,主要对本研究的选题背景与意义进行简单介绍,叙述本文的主要研究方法,归纳本研究的创新点以及对全文的内容安排做简单介绍。第二部分相关理论及文献综述,首先对个人理财业务及个人理财顾问进行界定,其次介绍胜任力及胜任力模型的相关理论,并对胜任力模型的构建方法进行了一定的介绍。重点介绍国内外关于胜任力和商业银行理财顾问胜任力的主要研究成果,为论文后续研究为提供理论支持。第三部分胜任力模型构成要素分析,在文献研究法的基础上,结合访谈分析出商业银行个人理财顾问胜任力模型的构成要素。并以确定的胜任力模型构成要素为基础设计调查问卷,实施调研。第四部分胜任力模型的构建,运用SPSS20.0软件对收集的问卷数据进行描述性统计分析、信度分析和效度的分析,采用因子分析法对确定的胜任力特征进行归类与总结,并结合层次分析法来确定商业银行个人理财顾问胜任力模型中各维度和各项胜任力特征的权重。第五部分个人理财顾问胜任力模型的应用。将构建的商业银行个人理财顾问胜任力模型应用于优秀个人理财顾问的招聘选拔、培训、绩效考核等工作中,以解决目前商业银行在个人理财顾问人力资源管理中存在的问题。第六部分结论与展望,概括本论文的重要研究结论,总结商业银行个人理财顾问胜任力模型构成,并分析了本研究中存在的问题及不足,并对后续研究提出了相关的政策建议。本研究的主要创新点在于：从选题角度来说,国内外虽有不少关于银行业员工胜任力研究的文章,但大多数研究都集中在银行管理人员胜任力的研究,而对于具体岗位胜任力的研究,例如个人理财顾问胜任力的研究较少。本研究拟从商业银行个人理财顾问的重要性出发,构建商业银行个人理财顾问胜任力模型,进一步丰富有关商业银行胜任力研究成果,并对后续研究有一定的指导意义；研究方法的创新,本研究综合运用因子分析法和层次分析法来构建商业银行个人理财顾问胜任力模型。其中,采用因子分析法对构建的初始胜任力模型进行归类和验证,采用层次分析法确定商业银行个人理财顾问胜任力模型各胜任力特征的权重,增强了模型的可操作性。为商业银行招聘、选拔、培养个人理财顾问提供更加可靠的理论指导和工具；以往胜任力的研究都是以建立胜任力模型为目的,忽视模型在人力资源管理中的应用。本研究在构建模型的基础上,有针对性地提出提升商业银行个人理财顾问胜任力对策建议。为我国商业银行有针对性的培训、考核个人理财顾问以及构建有效的理财顾问团队建设提供有力的依据。
[Abstract]:The research of competency originated in the United States, it is the deep behavior characteristics used to distinguish individuals show different performance in a particular position. Since 1970s, the concept of competence has been proposed, many domestic and overseas scholars have done a lot of research on the competency model. The competency model refers to a series of different competency elements combination, it is a kind of enterprise human resources management tool, but also a kind of enterprise human resource management. At present, many enterprises have begun to build the competency model of key positions in enterprises. The competency model of staff recruitment and selection for the enterprise, provides the basis for the development of training and performance appraisal, is the basis in theory the new modern human resource management.
Since the reform and opening up, and constantly improve the income of Chinese residents and the growing awareness of financial management, for the development of personal financial business has brought an important opportunity. With the rapid development of the personal financial services, more and more commercial banks personal financial advisor system gradually introduced into business management, started the personal finance consultant system, individual financial advisory role more and more important. However, how to speed up the personal financial advisor. The team building, establish personal financial advisors effective recruitment and selection, training and development, performance appraisal system has become an emergent problem to commercial banks. The research results from the current point of view, although there are many studies on commercial bank staff competency. But most of the studies are concentrated in the study of bank managers' competency, and for the study of commercial bank personal financial consultant competency is relatively small. Because of This, in this study, personal financial advisors commercial banks as the research object, on the basis of empirical analysis, construct the commercial bank personal financial consultant competency model. For the commercial bank personal finance consultant recruitment, provide scientific and objective basis for training and evaluation and other human resources activities, further enrich the commercial banks competency theory.
This study consists of six parts. The first part is the introduction, mainly introduces the background and significance of this study, the main research methods of this paper, summarizes the innovation of this research as well as the contents of the thesis are briefly introduced. The related theory and literature review part second, first of all personal financial business and personal financial management consultants are defined, then introduces the theory of competency and competency model, and method of constructing competency model are introduced. The main research focuses on competency and competency of commercial bank financial adviser at home and abroad, for the follow-up study to provide theoretical support. The third part competency analysis a model on the basis of literature research, interviews analysis elements of commercial bank personal financial consultant competency model and competency to determine. Force model elements based on the design of the questionnaire, the implementation of research. The fourth part of the construction of competency model, descriptive statistical analysis using SPSS20.0 software to collect the data of the questionnaire, reliability analysis and validity analysis, to determine the competency Netlon syndrome were classified and summarized by using factor analysis method, combined with the weight of AHP to determine commercial bank personal financial advisors force the dimensions and the competency competency model in the application of the competency model. The fifth part of the personal financial advisor. The construction of commercial bank personal financial consultant competency model application in the outstanding personal financial consultant recruitment, training, performance evaluation and other work, in order to solve the problems in personal finance consultant in human resource management of commercial bank's current problems. The sixth part is conclusion and outlook, summarizes important study conclusions of this paper, taking the total. The competency model of personal financial advisors in the Bank of industry is made up, and the problems and shortcomings in this study are analyzed, and some relevant policy suggestions are put forward for the follow-up research.
The main innovations in this research: from the research perspective, although a lot of domestic and international research on the competency of the banking staff articles, but most studies have focused on the bank managers' competency, and competency for specific research, such as research on personal financial consultant competency in this study less. Starting from the importance of personal finance of commercial bank, construction of commercial bank personal financial consultant competency model, further enrich the commercial banks competency research, and it has certain guiding significance for future research; the innovation of research method, the study uses factor analysis method and analytic hierarchy process to construct the commercial bank personal financial adviser the competency model. The competency model to classify and verify the initial using factor analysis, AHP is used to determine Ye Yin's The weights of personal financial consultant competency model of each competency, enhance the operability of the model. For commercial bank recruitment, selection, training of personal financial advisors provide more reliable theoretical guidance and tools; previous research on competency is to establish a competency model for the purpose of application, ignoring the model in human resource management in this study. On the basis of the model, put forward to improve personal financial advisor competency of commercial banks countermeasures. For China's commercial banks targeted training, provide a strong basis for personal financial advisors and the assessment of financial advisory team construction effectively.

【学位授予单位】：西南财经大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F832.2

【参考文献】