我国股份制商业银行人力资源配置效率评价研究

发布时间：2018-06-17 09:51

本文选题：SE-DEA + 股份制商业银行　；参考：《太原理工大学》2014年硕士论文

【摘要】：我国银行业发展速度不断加快,规模不断壮大,国际影响力越来越大,但同时也面临诸多风险和挑战,诸如外资银行的引进、民营银行市场准入政策的放宽、金融体制改革的推进、利率市场化的不断加剧、传统盈利模式的转变等诸多因素都将促使未来金融行业尤其是银行业国际国内市场竞争激烈化程度不断加深。银行金融机构必须针对以上诸多风险和挑战在业务结构、资源配置以及区域布局等方面做出相应的战略性调整,而人力资源的优化配置对其在竞争中取得优势地位具有重要作用。股份制商业银行是我国商业银行体系的重要组成部分,具有其独特的竞争力和创新力。股份制商业银行人力资源配置的优化研究关系到人力资源管理体系的不断发展丰富,关系到我国银行业的整体发展水平,是理论和实践的双重要求。本文从人力资源配置效率的微观角度出发,以我国20家股份制商业银行为研究样本,在对我国股份制商业银行人力资源配置现状及相关问题深入分析的基础之上,运用系统分析方法构建人力资源配置效率评价指标体系,并采用SE-DEA模型对我国股份制商业银行2008-2012年的人力资源配置效率进行评价研究。并通过EMS软件对相关数据进行处理,得出各银行的人力资源配置超效率值并进行比较排序,同时进一步对松弛变量的冗余、产出不足不足以及相关性进行分析,从而找出制约我国股份制商业银行人力资源配置效率水平提高的瓶颈因素并提出对策建议。主要结论：从总体上来我国股份制商业银行人力资源配置效率趋于稳定,基本实现有效且逐年有所提升,但不同银行间效率值差异较大,国有股份制商业银行效率水平明显低于全国性股份制商业银行和城市商业银行,其人力资源效率水平亟待提升；从人力资源的投入来看,人力资源流动率冗余度最高,表明股份制商业银行人力资源流动率过高；平均年龄冗余度最低,体现出大多数银行的人力资源年龄结构普遍实现合理有效地配置,从业人员年龄结构趋于年轻化；从人力资源的产出来看,代表盈利能力的总资产收益率和净息差这两项指标产出不足率最高,反映我国股份制商业银行盈利能力尚未得到充分发挥；代表银行成长能力的总资产增长率和净利润增长率这两项指标产出不足率最低,反映我国股份制商业银行总体经营情况较好,发展速度不断加快,规模不断壮大,有较大发展潜力；与盈利能力相比,股份制商业银行人力资源的配置效率与其成长能力具有更高的相关性。本文的创新之处：系统分析我国股份制商业银行人力资源配置的现状和存在的相关问题；作为人力资源配置效率优化的核心平台和前提基础,本文初步探讨我国股份制商业银行人力资源配置效率的评价方法；建立我国股份制商业银行人力资源配置效率评价指标体系,为人力资源的优化配置奠定基础；实证得出银行人力资源配置效率水平对其成长能力极度相关,具有现实参考意义。
[Abstract]:The development speed of China's banking industry is accelerating, the scale is growing and the international influence is increasing, but at the same time, there are many risks and challenges, such as the introduction of foreign banks, the liberalization of the market access policy of private banks, the promotion of the reform of the financial system, the intensification of the interest rate marketization, the transformation of the traditional profit model and so on. The degree of fierce competition in the international and domestic market of the financial industry, especially the banking industry, will be deepened. The bank financial institutions must make the corresponding strategic adjustments in the aspects of the business structure, the allocation of resources and the layout of the region, and the optimal allocation of human resources will make them better in the competition. The position of the shareholding commercial bank is an important part of the commercial bank system in China. It has its unique competitiveness and creativity. The optimization of the human resource allocation of the joint-stock commercial banks is related to the continuous development of the human resource management system and the overall development level of the banking industry in China. The dual requirements of theory and practice.
From the micro angle of human resource allocation efficiency, this paper takes 20 shareholding commercial banks in China as the research sample, and based on the in-depth analysis of the current situation of human resource allocation and related problems in China's joint-stock commercial banks, and uses the system analysis method to construct the evaluation index system of human resource allocation efficiency, and adopts the SE-DEA model. To evaluate the efficiency of human resource allocation for 2008-2012 years in China's joint-stock commercial banks, and to process the related data through EMS software, to get the super efficiency value of the allocation of human resources in each bank and to make a comparison, and further analyze the redundancy of the relaxed variables, the insufficiency of the output and the correlation. Find out the bottleneck factors that restrict the improvement of human resource allocation efficiency of China's joint-stock commercial banks, and put forward countermeasures and suggestions.
The main conclusions are: in general, the efficiency of human resource allocation in China's joint-stock commercial banks tends to be stable, the basic realization is effective, and the efficiency of different banks varies greatly. The efficiency level of the state-owned joint-stock commercial banks is obviously lower than that of the national joint-stock commercial banks and the city commercial banks. From the input of human resources, the redundancy of human resource flow rate is the highest, which indicates that the flow rate of human resources in the joint-stock commercial banks is too high; the average age redundancy is the lowest, which shows that the age structure of human resources in most banks generally realizes rational and effective allocation, and the age structure of the employees tends to be younger. In terms of the output of human resources, the two indicators of gross asset yield and net interest rate, which represent profitability, have the highest output insufficiency, reflecting that the profitability of China's joint-stock commercial banks has not been fully exploited; the two indicators of total asset growth and net profit growth, representing the growth capacity of the bank, are the lowest. It reflects that the overall operation of the joint-stock commercial banks in China is better, the speed of development is accelerating, the scale is growing, and there is a great potential for development. Compared with the profitability, the allocation efficiency of the human resources of the joint-stock commercial banks has a higher correlation with their growth ability.
The innovation of this paper is: a systematic analysis of the current situation and existing problems of human resource allocation in China's joint-stock commercial banks. As the core platform and precondition of the optimization of human resource allocation efficiency, this paper preliminarily discusses the evaluation method of the efficiency of human resource allocation in China's joint-stock commercial banks, and establishes the joint-stock business in China. The evaluation index system of bank human resources allocation efficiency lays the foundation for the optimal allocation of human resources. The empirical results show that the efficiency level of bank human resource allocation is extremely related to its growth ability, which has practical reference significance.
【学位授予单位】：太原理工大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F832.33

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