包商银行微贷信贷人员激励体系研究

发布时间：2018-04-23 04:36

本文选题：包商银行 + 信贷人员　；参考：《内蒙古大学》2013年硕士论文

【摘要】：随着我国进入世贸组织以来,我国银行业全面开放,尤其是进入二十一世纪,已有三万多家各类银行金融机构在我国金融体系中运行,其中有包括国有四大银行、中小股份制银行、城市商业银行、农村信用社、外资银行及邮政储蓄银行等新型金融机构,而在传统业务市场竞争激烈、利率市场化加速推进的大背景下,各家机构在自身的领域竞争异常激烈,转型之需也迫切之极。小微企业作为市场交易活跃、富有极强的生命力和市场感应能力的群体,是一方亟待开发的广阔沃土,各家银行相继开始涉足小微金融领域。而以劳动密集与技术密集为特征的小微信贷人员队伍又具有较为特殊的性质,管理好这样一支数量众多、具有较高素质的知识型队伍将是小微贷款业务能否可持续发展的根本保障。包商银行摒弃传统的信贷理念,于2005年12月开始引进国际先进的德国IPC微小贷款技术,是我国最早开展微型金融业务的股份制商业银行之一。经过七年的发展和积累,包商银行已经建立了真正适应我国微小企业群体融资特点的微小企业贷款机制,并已经形成一套独特、高效、体系化的核心技术,在微小企业金融领域形成自己的核心竞争力。截止2012年末,包商银行已经选拔、培养了一支包括管理团队、培训师和专业经营团队在内的1400人的微小信贷人员专业队伍,如何管理和激励这只庞大的队伍尤其是专职信贷人员队伍也日渐成为摆在管理人员面前的重要议题。本文以包商银行微小企业信贷人员中的信贷员(以下简称微贷信贷员)为研究对象,通过对激励理论的分析研究并参考他人对激励的研判,首先分析并列举出影响微贷信贷员的激励因素,其次以实地调研调查的形式对列举出的激励的影响因素进行筛选并做重要性排序,再借鉴国内外其他银行的员工激励体系,重新构架并搭建了微贷信贷员激励体系,并形成方案。微贷信贷员激励体系主要由三个子体系构成：分别是薪酬激励体系、个人成长激励体系和工作环境激励体系。本文还设计了实施激励体系的具体步骤,并做出了激励体系实施的效果分析和保证策略。
[Abstract]:With China's entry into the WTO, China's banking industry has been fully opened, especially in the 21 century, with more than 30,000 banking institutions operating in China's financial system, including the four major state-owned banks. Small and medium-sized joint-stock banks, urban commercial banks, rural credit cooperatives, foreign banks, postal savings banks and other new financial institutions, but in the traditional business market competition, interest rate marketization accelerated to promote the background, Institutions in their own areas of fierce competition, the need for transformation is also urgent. As a group with active market transaction, full of strong vitality and market sensitivity, small and micro enterprises are the fertile land for one side to be developed urgently, and each bank has begun to step into the field of small and micro finance one after another. And the small and micro credit staff, characterized by labor and technology intensive, has a more special nature, and manages such a large number of people. The knowledge-based team with higher quality will be the fundamental guarantee for the sustainable development of micro-loan business. The contractor bank abandoned the traditional credit concept and began to introduce the international advanced German IPC micro-loan technology in December 2005. It is one of the earliest joint-stock commercial banks to carry out micro-finance business in China. After seven years of development and accumulation, the contractor bank has set up a lending mechanism for micro-enterprises that really adapts to the characteristics of financing for small and medium-sized enterprises in our country, and has formed a unique, efficient and systematized core technology. In the small and medium enterprise finance domain forms own core competitive power. By the end of 2012, the contractor's bank had selected and trained a team of 1400 micro-credit professionals, including management teams, trainers and professional management teams. How to manage and motivate this huge team, especially the full-time credit personnel, has become an important issue in front of managers. This paper takes the credit officer (hereinafter referred to as the micro-loan credit officer) as the research object, through the analysis of the incentive theory and the reference of others to the study of incentive, the paper takes the credit officer of the micro-enterprise credit personnel of the contractor bank as the research object. First of all, it analyzes and lists the incentive factors that affect the micro-loan credit officers. Secondly, it selects the listed incentive factors and makes an order of importance in the form of field investigation, and then draws lessons from the staff incentive system of other banks at home and abroad. Reframe and set up the incentive system of micro-loan credit officer, and form the scheme. The incentive system of micro-loan credit officer is mainly composed of three sub-systems: salary incentive system, individual growth incentive system and work environment incentive system. This paper also designs the concrete steps of implementing the incentive system, and makes the effect analysis and guarantee strategy of the implementation of the incentive system.
【学位授予单位】：内蒙古大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F832.4;F272.92

【参考文献】