浦发银行A分行人力资源管理研究

发布时间：2018-01-14 19:17

本文关键词：浦发银行A分行人力资源管理研究　出处：《兰州交通大学》2014年硕士论文　论文类型：学位论文

【摘要】：随着近年来金融业的竞争加剧,商业银行业务扩展接近饱和。为了在竞争中脱颖而出,人力资源受到了高度的重视和关注。人力资源管理对商业银行实现资产持续增值、整体经济效益增长影响重大。近年来,胜任力模型的研究与应用越来越引人注目,不少学者将其引用到人力资源管理领域,很多企业基于自身现状构建属于自己的Competency Model,进而发展完善这种新型的人力资源管理体系。企业需要技术型的开发团队构建模型,而完美的应用胜任力模型,更是一门科学。怎样在人力资源管理中科学的运用胜任力模型,如何基于胜任力来提升人力资源管理水平,是如今商业银行寻求发展急需解决的重要问题。本文采用理论研究与实践研究相结合的方法,主要是通过现有理论指导具体实践。本文首先介绍基于胜任力的人力资源管理方法在国内外的研究现状,利用文献综述法对胜任力及胜任力的人力资源管理体系做了详尽的描述。理论部分简单介绍了后续调查分析使用的职业倦怠研究,何为基于胜任力的人力资源管理及其主要组成,包括基于胜任力的职位分析、人才招聘与选拔、员工培训和绩效管理。论文使用调查问卷法对浦发银行A分行的职业倦怠及员工满意度进行了调查,根据数据处理与分析,得到人力资源管理方面需要解决的问题。从提出有效措施的角度,本文引入这种新型的人力资源管理体系来作为改善。接着论文介绍了转变为基于胜任力的人力资源管理需要进行的具体工作以及实施对策,为企业真正实施提供建议。在论文的最后,以A行客户经理作为实例进行分析,因为客户经理作为同时面对行内行外两个窗口的重要岗位,岗位职责繁多也较为灵活。依据银行客户经理的岗位职责以及基础胜任力模型,重新设计A分行客户经理在招聘与选拔、培训和绩效考核的流程,运用胜任力模型对原有流程进行调整更改。本文从对浦发银行调查分析入手,总结A行的人力资源管理现状及存在的问题,使用基于胜任力模型的人力资源管理方法作为改善措施,并说明其起到的作用与重要意义,构建基于胜任力的人力资源体系就要结合A分行的具体情况,对症下药。现很多研究主要集中在金融业外部状况和银行内部进行分析,针对问题从治标的角度解决问题或者对胜任力模型做理论研究,强调构建胜任力模型的过程,本文在对A行自身调查研究的基础上,利用现有理论方法,重在研究如何应用胜任力模型。文章中详尽的给出了人力资源管理转变所需进行的工作,而且最后选取客户经理一职,通过研究其招聘、培训和绩效方面应用胜任力的方法,为其他商业银行提供借鉴和新的视角。
[Abstract]:In recent years, with the intensification of competition in the financial industry, the expansion of commercial banking business is nearly saturated, in order to stand out in the competition. Human resources has been highly valued and concerned. Human resource management has a significant impact on the commercial banks to realize the sustained appreciation of assets and the overall economic growth in recent years. The research and application of competency model have attracted more and more attention, and many scholars have applied it to the field of human resource management. Many enterprises build their own Competency Model based on their current situation. Then develop and perfect this new human resource management system. Enterprises need technical development team to build model and perfect application competency model. It is also a science. How to use competency model scientifically in human resource management and how to improve the level of human resource management based on competency. It is an important problem that commercial banks seek to develop urgently. This paper adopts the method of combining theoretical research with practical research. Mainly through the existing theory to guide the specific practice. Firstly, this paper introduces the current situation of human resource management based on competency at home and abroad. The author makes a detailed description of competency and competency human resource management system by using literature review method. The theoretical part briefly introduces the study of job burnout used in the follow-up investigation and analysis. What is competency based human resources management and its main components, including competency-based position analysis, talent recruitment and selection. Employee training and performance management. This paper investigates the job burnout and employee satisfaction of Shanghai Development Bank A Branch by questionnaire, and analyzes the data according to the data. Problems to be solved in human resources management. From the point of view of proposing effective measures. This paper introduces this new human resource management system as an improvement. Then the paper introduces the specific work needed to change to human resource management based on competence and the implementation countermeasures. At the end of the paper, take the account manager of line A as an example to analyze, because the account manager is an important position to face two windows outside the line at the same time. According to the job responsibility of bank account manager and the basic competency model, the process of recruiting and selecting, training and performance evaluation of customer manager in branch A is redesigned. Using competency model to adjust and change the original process. This paper starts with the investigation and analysis of Pudong Development Bank, summarizes the current situation and existing problems of human resources management in Bank A. Using the human resource management method based on competency model as an improvement measure, and explaining its role and significance, the construction of human resources system based on competency should be combined with the specific situation of branch A. At present, many researches mainly focus on the external situation of the financial industry and the internal analysis of banks, solve the problem from the perspective of symptoms or do theoretical research on competency model. Emphasizing the process of constructing competency model, this paper makes use of existing theories and methods on the basis of the investigation and research of Bank A itself. Focus on how to apply competency model. The article gives a detailed description of the human resources management transformation needs to do, and finally select the role of customer manager, through the study of its recruitment. Training and performance of the application of competency methods for other commercial banks to provide reference and new perspectives.
【学位授予单位】：兰州交通大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F832.33

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