廊坊城郊农村信用社临柜人员配置问题研究

发布时间：2018-05-25 22:46

  本文选题：人力资源管理 + 员工配置　； 参考：《河北大学》2016年硕士论文

【摘要】：廊坊城郊农村信用社是廊坊市金融市场中的一个重要组成部分,是廊坊市农村金融工作的主力军。近几年,随着国家对金融领域的进一步开放,廊坊市金融市场出现了许多新银行。面对竞争日益激烈的环境,廊坊城郊农村信用社如何整合现有的临柜人员应对市场的挑战就显得尤为重要。人力资源是廊坊城郊农村信用社发展的核心力量,作为营业网点和临柜人员双多的金融机构,在金融产品相对落后的情况下,科学合理的配置临柜人员,提升对外服务的质量有助于增强廊坊城郊农村信用社的市场竞争力。近些年来,银行业发展迅速,廊坊市银行日益增多,银行业的竞争日趋激烈。经过长久的发展,廊坊城郊农村信用社在资产质量和人员素质方面也都有显著提高。但是由于历史原因和人事制度方面的权限问题,廊坊城郊农村信用社人力资源管理部门只是一味的政策执行,并没有真正独立自主进行人力资源管理决策,因此廊坊城郊农村信用社的经营效益在不断下降。论文在详细分析廊坊城郊农村信用社的内外部环境的基础上,对信用社存在的网点人员数量分配不与业务种类相一致、网点人员工作量与收入不成比例、网点人员年龄分布不均匀、库管员兼做对公业务、缺少大堂服务人员问题进行了分析。提出造成廊坊城郊农村信用社这种局面的原因主要是人力资源观念陈旧、不能与市场发展相同步,新员工引进不够弥补退休人员的空缺,人浮于事现象严重、现有人员不能完全调动工作积极性,近郊员工不愿意去条件艰苦的远郊工作。最后在现有的人力资源管理条件下,按照以人员为标准、以岗位为标准和以双向选择为标准的原则重新对廊坊城郊农村信用社的临柜人员进行了更加科学合理的配置,并提出了相应的对策建议。
[Abstract]:Langfang suburban rural credit cooperative is an important part of Langfang financial market and the main force of Langfang rural financial work. In recent years, with the further opening of the country to the financial field, many new banks appeared in the financial market of Langfang City. In the face of the increasingly competitive environment, it is particularly important for Langfang Rural Credit Cooperatives to integrate the existing counters to deal with the challenges of the market. Human resources are the core force of the development of rural credit cooperatives in the suburbs of Langfang. As financial institutions with more business outlets and more people on the counter, they are scientifically and reasonably deployed under the condition that the financial products are relatively backward. Improving the quality of external service helps to enhance the market competitiveness of rural credit cooperatives in Langfang suburbs. In recent years, the banking industry has developed rapidly, Langfang City Bank is increasing day by day, the competition of banking is becoming more and more fierce. After a long-term development, Langfang rural credit cooperatives in the quality of assets and personnel have improved significantly. However, due to historical reasons and the issue of the authority of personnel system, the human resources management department of Langfang Rural Credit Cooperatives is just carrying out the policy blindly, and has not really independently carried out the human resources management decision. Therefore Langfang suburban rural credit cooperatives operating efficiency is declining. Based on the detailed analysis of the internal and external environment of the rural credit cooperatives in Langfang suburbs, the distribution of the number of network personnel in the credit cooperatives is not consistent with the types of business, and the workload of the network personnel is not proportional to the income. Network staff age distribution uneven, storekeeper and do business, the lack of lobby service staff problems were analyzed. This situation is mainly caused by the outdated concept of human resources, which cannot keep pace with the development of the market, the introduction of new employees is not enough to make up for the vacancy of retirees, and the phenomenon of overpopulation is serious. Existing staff can not fully mobilize the enthusiasm of work, suburban staff do not want to work in the difficult suburbs. Finally, under the existing condition of human resource management, according to the principle of taking personnel as the standard, taking the post as the standard and taking the two-way selection as the standard, the author rearranges the temporary counter personnel of the rural credit cooperatives in Langfang suburbs more scientifically and reasonably. The corresponding countermeasures and suggestions are put forward.
【学位授予单位】：河北大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F832.35;F272.92
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本文编号：1934933