本文關(guān)鍵詞： 農(nóng)村信用社 人力資源管理有效性 薪酬管理 激勵機制　出處：《鄭州大學》2013年碩士論文　論文類型：學位論文

【摘要】：企業(yè)之間的競爭最終歸結(jié)為企業(yè)內(nèi)部人力資源之間的競爭,因為企業(yè)的任何活動從大的決策到執(zhí)行過程都離不開一支高素質(zhì)的人力資源隊伍。人力資本作為企業(yè)重要的資源,承載著與企業(yè)生產(chǎn)發(fā)展相關(guān)的各種信息和知識,企業(yè)想要在激烈的市場競爭中生存發(fā)展,就必須從根本上重視內(nèi)部最寶貴的資源,即人力資源。通過實施現(xiàn)代化的人力資源管理手段,調(diào)動企業(yè)內(nèi)部人力資本的積極性和主動性。 人力資源管理是組織實現(xiàn)戰(zhàn)略目標的重要保障措施之一,而作為實現(xiàn)農(nóng)民、農(nóng)業(yè)和農(nóng)村經(jīng)濟發(fā)展不可或缺的重要支持力量——農(nóng)村信用社的發(fā)展和管理就顯得尤為重要。 全國農(nóng)村信用社的改革正在如火如荼的快速進行,且部分信用社的改革已經(jīng)初見成效,而DF市農(nóng)村信用社內(nèi)部的人力資源管理缺陷卻問題顯著,極大地阻礙著DF市農(nóng)村信用社的改革進程。因此,為了克服改革道路上的這一突出問題,本文在對人力資源管理的相關(guān)理論進行闡述的基礎(chǔ)上,系統(tǒng)分析了DF市農(nóng)村信用社組織結(jié)構(gòu)、人員構(gòu)成、員工來源渠道和薪酬結(jié)構(gòu),指出了DF市農(nóng)村信用社人力資源管理方面存在的主要問題；分析了影響DF市農(nóng)村信用社人力資源管理有效性的相關(guān)因素；構(gòu)建了影響DF市農(nóng)村信用社人力資源管理有效性的因素模型。在此基礎(chǔ)上,綜合相關(guān)文獻,結(jié)合DF市農(nóng)村信用社的人力資源管理現(xiàn)狀,構(gòu)建了農(nóng)村信用社人力資源管理效果的評價指標體系；利用層次分析法(AHP)確定了個指標體系的權(quán)重,采用專家打分的方法確定了影響DF市農(nóng)村信用社人力資源管理有效性的主要因素,即績效評價與薪酬管理和員工激勵機制。針對影響DF市農(nóng)村信用社人力資源有效性的主要因素,提出了信用社改革的總體設(shè)想,對績效考核與薪酬體系進行了設(shè)計：最后,提出了實施人力資源管理改革的組織保障、技術(shù)保障和文化保障,并從觀念改變、制度改革等方面提出了改革與完善DF市農(nóng)村信用社人力資源管理的對策建議。 論文所提出的對策建議,對于改善DF市農(nóng)村信用社人力資源管理水平具有一定的指導價值和實際參考意義。
[Abstract]:The competition among enterprises comes down to the competition among human resources. Because any activity of the enterprise from the big decision-making to the implementation process are inseparable from a high-quality human resources team. Human capital as an important resource of the enterprise. Bearing a variety of information and knowledge related to the production and development of enterprises, enterprises want to survive and develop in the fierce market competition, we must fundamentally attach importance to the most valuable internal resources. That is, human resources. Through the implementation of modern human resources management means, mobilize the enthusiasm and initiative of human capital. Human resource management is one of the important guarantee measures to realize the strategic goal of the organization, and it is regarded as the realization of farmers. The development and management of rural credit cooperatives (RCCs), an indispensable supporting force for agricultural and rural economic development, is particularly important. The reform of national rural credit cooperatives is in full swing, and some of the reform of rural credit cooperatives has already achieved initial results, but the defects of human resources management in DF rural credit cooperatives are obvious. Therefore, in order to overcome this outstanding problem on the road of reform, this paper expounds the related theories of human resource management. This paper systematically analyzes the organization structure, personnel composition, employee source channel and salary structure of DF Rural Credit Cooperative, and points out the main problems in human resource management of DF Rural Credit Cooperative. The related factors influencing the effectiveness of human resource management of rural credit cooperatives in DF are analyzed. This paper constructs a factor model that affects the effectiveness of human resource management of DF rural credit cooperatives. On this basis, combined with the relevant literature, combined with the current situation of human resources management of DF rural credit cooperatives. The evaluation index system of the effect of human resource management in rural credit cooperatives is constructed. Using the Analytic hierarchy process (AHP) to determine the weight of an index system, using the method of expert scoring to determine the main factors that affect the effectiveness of human resource management of rural credit cooperatives in DF. That is, performance evaluation, salary management and employee incentive mechanism. Aiming at the main factors that affect the effectiveness of human resources of rural credit cooperatives in DF city, this paper puts forward the overall assumption of the reform of credit cooperatives. The performance appraisal and salary system is designed: finally, the organizational guarantee, technical guarantee and cultural guarantee for the implementation of human resources management reform are put forward, and the concept changes. This paper puts forward the countermeasures and suggestions on reforming and perfecting the management of human resources of DF City Rural Credit Cooperatives from the aspects of system reform and so on. The countermeasures and suggestions put forward in this paper have certain guiding value and practical reference significance for improving the management level of human resources of DF rural credit cooperatives.
【學位授予單位】：鄭州大學
【學位級別】：碩士
【學位授予年份】：2013
【分類號】：F272.92;F832.35

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