华夏银行合肥分行员工激励机制研究
发布时间：2019-04-29 11:30
【摘要】：人力资源是我国现代商业银行最宝贵的资源,形成这种结论的主要原因是现代社会通过大数据及信息技术、网络技术等渠道的广泛运用,使员工掌握知识和较好利用知识的能力成为商业银行的核心竞争力,取代了体力和基本技能在商业银行经营中的地位。而对于股份制银行来说,其较之国有商业银行最大的优势也是通过引进合理的激励机制,更充分的发挥人在银行经营中的创造性、主动性,从而弥补了因核心资本较少、网点布局分散等天然的劣势,在我国现代金融体系中占有重要的地位。华夏银行合肥分行作为华夏银行在全国布局的第三十家一级分行,2010年建行以来发展稳健,为合肥乃至安徽经济的快速健康发展,为安徽省金融体系健康运行贡献了一份力量。回顾6年多来的发展历程,发现只有不断完善科学有效的员工激励机制,并辅以一定的保障措施加以落实,才能够起到调动大多数员工的工作积极性,才能推动整个分行的发展;反之,则在激烈的同业竞争中处于劣势。本文通过消化吸收部分主流激励理论,分析其中的激励机制模型,结合个人工作实践,对我国90年代中期开始兴起并发展的股份制商业银行的员工激励机制进行了研究,并以华夏银行合肥分行为研究样本,分析其面临的内外部各种环境,展示其激励现状并针对现状存在的主要问题,进行了较为深入的剖析,最终设计了一套以物质激励、精神激励及全面薪酬激励为主要内容的激励机制。本文共分为五章,第一章为绪论,阐述选题背景及意义、研究内容,研究的思路方法及可能存在的创新点;第二章阐明现代企业员工激励的基本理论,主要包括马斯洛的"需要层次论"、赫兹伯格的"双因素理论"、亚当斯的"公平理论"、弗鲁姆的"期望理论";第三章说明华夏银行合肥分行面临的内外部主要环境及激励现状,指出蕴含其中的主要问题及产生问题的主要原因,提出如何构建科学有效的员工激励机制;第四章设计适合华夏银行合肥分行的员工激励机制,;第五章介绍华夏银行合肥分行激励机制执行的保障措施;第六章为结论与评价,总结论文的主要内容、主要论点,并提出需要进一步研究的问题和论文的不足之处。
[Abstract]:Human resource is the most precious resource of modern commercial banks in our country. The main reason for forming this conclusion is the extensive application of modern society through big data, information technology, network technology, and so on. The ability of employees to master knowledge and make better use of knowledge becomes the core competitiveness of commercial banks and replaces the position of physical strength and basic skills in the operation of commercial banks. And for the joint-stock banks, the biggest advantage over the state-owned commercial banks is also through the introduction of a reasonable incentive mechanism to give full play to the creativity and initiative of the people in the operation of the bank, so as to make up for the lack of core capital. Dot distribution and other natural disadvantages, in the modern financial system in China occupies an important position. As the thirtieth first-class branch of Huaxia Bank in China, Hefei Branch of Huaxia Bank has developed steadily since 2010, which has contributed to the rapid and healthy development of Hefei and even Anhui economy and the healthy operation of the financial system in Anhui Province. Looking back on the development of more than six years, it is found that only by constantly improving the scientific and effective staff incentive mechanism and implementing it with certain safeguard measures can the majority of employees be motivated to work. In order to promote the development of the entire branch; On the other hand, they are at a disadvantage in the fierce competition. Through digestion and absorption of part of the mainstream incentive theory, this paper analyzes the incentive mechanism model, combining with personal work practice, studies the employee incentive mechanism of joint-stock commercial banks which began to rise and develop in the mid-1990s of our country. Taking Hefei Branch of Huaxia Bank as a research sample, this paper analyzes the internal and external environment it faces, shows the current situation of incentive, and analyzes the main problems existing in the present situation, and finally designs a set of material incentives. Spiritual incentive and overall salary incentive as the main content of the incentive mechanism. This paper is divided into five chapters, the first chapter is the introduction, the background and significance of the topic, research content, research ideas and methods and possible innovation; The second chapter clarifies the basic theories of employee motivation in modern enterprises, including Maslow's "hierarchy of needs", Herzberg's "two-factor Theory", Adams'"Fair Theory" and Freum's "expectation Theory". The third chapter explains the main internal and external environment and incentive situation of Hefei Branch of Huaxia Bank, points out the main problems contained therein and the main reasons for the problems, and puts forward how to construct a scientific and effective staff incentive mechanism. The fourth chapter designs the employee incentive mechanism suitable for the Hefei Branch of Huaxia Bank, and the fifth chapter introduces the guarantee measures of the implementation of the incentive mechanism of the Hefei Branch of Huaxia Bank; The sixth chapter is the conclusion and evaluation, summarizes the main contents and main points of the paper, and puts forward the problems that need to be further studied and the shortcomings of the thesis.
【学位授予单位】：安徽大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F832.33
本文编号：2468214
[Abstract]:Human resource is the most precious resource of modern commercial banks in our country. The main reason for forming this conclusion is the extensive application of modern society through big data, information technology, network technology, and so on. The ability of employees to master knowledge and make better use of knowledge becomes the core competitiveness of commercial banks and replaces the position of physical strength and basic skills in the operation of commercial banks. And for the joint-stock banks, the biggest advantage over the state-owned commercial banks is also through the introduction of a reasonable incentive mechanism to give full play to the creativity and initiative of the people in the operation of the bank, so as to make up for the lack of core capital. Dot distribution and other natural disadvantages, in the modern financial system in China occupies an important position. As the thirtieth first-class branch of Huaxia Bank in China, Hefei Branch of Huaxia Bank has developed steadily since 2010, which has contributed to the rapid and healthy development of Hefei and even Anhui economy and the healthy operation of the financial system in Anhui Province. Looking back on the development of more than six years, it is found that only by constantly improving the scientific and effective staff incentive mechanism and implementing it with certain safeguard measures can the majority of employees be motivated to work. In order to promote the development of the entire branch; On the other hand, they are at a disadvantage in the fierce competition. Through digestion and absorption of part of the mainstream incentive theory, this paper analyzes the incentive mechanism model, combining with personal work practice, studies the employee incentive mechanism of joint-stock commercial banks which began to rise and develop in the mid-1990s of our country. Taking Hefei Branch of Huaxia Bank as a research sample, this paper analyzes the internal and external environment it faces, shows the current situation of incentive, and analyzes the main problems existing in the present situation, and finally designs a set of material incentives. Spiritual incentive and overall salary incentive as the main content of the incentive mechanism. This paper is divided into five chapters, the first chapter is the introduction, the background and significance of the topic, research content, research ideas and methods and possible innovation; The second chapter clarifies the basic theories of employee motivation in modern enterprises, including Maslow's "hierarchy of needs", Herzberg's "two-factor Theory", Adams'"Fair Theory" and Freum's "expectation Theory". The third chapter explains the main internal and external environment and incentive situation of Hefei Branch of Huaxia Bank, points out the main problems contained therein and the main reasons for the problems, and puts forward how to construct a scientific and effective staff incentive mechanism. The fourth chapter designs the employee incentive mechanism suitable for the Hefei Branch of Huaxia Bank, and the fifth chapter introduces the guarantee measures of the implementation of the incentive mechanism of the Hefei Branch of Huaxia Bank; The sixth chapter is the conclusion and evaluation, summarizes the main contents and main points of the paper, and puts forward the problems that need to be further studied and the shortcomings of the thesis.
【学位授予单位】：安徽大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F832.33
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