本文選題：中國銀行 + XC支行��； 參考：《內(nèi)蒙古大學》2013年碩士論文

【摘要】：在全球化背景之下,銀行業(yè)面臨著更加深層次、大范圍的競爭。在這種日趨激烈的金融市場競爭中,如何使銀行處于不敗之地并能夠勝出?是銀行業(yè)管理者關注的焦點。中國銀行是中國唯一一家連續(xù)經(jīng)營百年的銀行,百年發(fā)展中,盡管在不同的歷史階段,其發(fā)展道路艱難曲折,但他始終沒有放棄追求與夢想,在激烈的市場競爭中不斷發(fā)展壯大,成為了國內(nèi)同業(yè)國際化程度最高的銀行之一。驕人成績的取得源于方方面面的原因,其中人力資源工作起著至關重要的作用。 為了迅速適應日益激烈的競爭形勢,提升基層行與網(wǎng)點的競爭力,打造高效率團隊,本文通過文獻研究、實地訪談等方法,從分析中國銀行下屬的一家地市級支行——XC支行的管理現(xiàn)狀出發(fā),在對該行員工的年齡、知識結構、流動性等方面進行了了解的基礎之上,認為該行現(xiàn)有員工的整體結構已經(jīng)相對穩(wěn)定,目前的員工結構狀況給企業(yè)在將來發(fā)展中提供了必要的支撐。因此,如何通過有效的激勵模式或手段,來最大限度地調動現(xiàn)有員工的工作積極性、發(fā)揮其潛能,成為該行進一步發(fā)展的關鍵,也成為本文的議題。文章中首先對XC支行員工的人員組織結構和員工特點進行了分析。然后列舉了該行在薪酬激勵、崗位激勵、目標激勵、榜樣激勵、情感激勵以及績效評價等諸多方面的實踐情況,對員工激勵機制的現(xiàn)狀和現(xiàn)代管理思想中的激勵理念進行了比較。通過一些具體實例的分析,作者認為目前XC銀行激勵機制在不斷的改革發(fā)展中已相當完備,取得了很大成效。但與此同時,我們也發(fā)現(xiàn),隨著該行業(yè)務的不斷發(fā)展、人員的日益增加以及同業(yè)給予的各方面壓力,XC支行激勵機制也不斷面臨著一些新的問題和新的挑戰(zhàn)。本文通過對該行員工的工作狀況和激勵需求的解析,找出了目前XC支行員工管理中存在的問題,并結合實地調查與本人多年來的工作經(jīng)驗,提出了有針對性的措施和方法。如實施差異化的人本管理、注重對員工的情緒和心理的研究、在精神方面給予支持,加強與員工的溝通,實踐更為豐富的激勵模式以及建設XC銀行激勵文化等,為今后中國銀行激勵研究留下了新的課題。
[Abstract]:In the context of globalization, the banking industry is facing deeper and wider competition. In this increasingly fierce financial market competition, how to make banks in an invincible position and be able to win? It is the focus of banking management. The Bank of China is the only bank in China that has operated continuously for a hundred years. During its century-long development, although its development path was difficult and tortuous at different historical stages, he never gave up his pursuit and dream. In the fierce market competition continues to grow and become one of the highest degree of internationalization of domestic banks. The remarkable achievement comes from various reasons, in which the human resources work plays a vital role. In order to quickly adapt to the increasingly fierce competition situation, to enhance the competitiveness of grass-roots banks and network, to build a highly efficient team, this paper through literature research, field interviews and other methods, Based on the analysis of the current situation of the management of a municipal branch of Bank of China, XC branch, and on the basis of understanding the age, knowledge structure, mobility and other aspects of the staff of the bank, It is considered that the overall structure of the existing staff of the bank has been relatively stable, and the present situation of the staff structure provides the necessary support for the future development of the enterprise. Therefore, how to mobilize the working enthusiasm and potential of the existing staff to the maximum extent through the effective incentive mode or means becomes the key to further development of the bank and becomes the topic of this paper. In this paper, the staff organization structure and staff characteristics of XC branch are analyzed. Then listed the bank in the salary incentive, the post incentive, the goal incentive, the example incentive, the emotion incentive and the performance appraisal and so on many aspects practice situation, This paper compares the current situation of employee incentive mechanism with the incentive idea in modern management thought. Through the analysis of some concrete examples, the author thinks that the incentive mechanism of XC bank has been quite complete in the continuous reform and development, and has achieved great results. But at the same time, we also find that with the continuous development of the bank's business, the increasing number of personnel and the pressure from the same industry XC branch incentive mechanism is also constantly facing some new problems and new challenges. Based on the analysis of the working situation and incentive demand of the staff of the bank, this paper finds out the problems existing in the staff management of XC branch bank at present, and puts forward some targeted measures and methods in combination with the field investigation and my working experience in the past years. Such as the implementation of differentiated people-oriented management, pay attention to the emotional and psychological research of employees, give spiritual support, strengthen communication with employees, practice a richer incentive model and build XC bank incentive culture, etc. It will leave a new subject for the future study of bank incentive in China.
【學位授予單位】：內(nèi)蒙古大學
【學位級別】：碩士
【學位授予年份】：2013
【分類號】：F832.33;F272.92

【參考文獻】

中國期刊全文數(shù)據(jù)庫 前2條

1 馬彩鳳;趙中利;;基于心理契約的員工激勵[J];經(jīng)濟導刊;2010年07期

2 梁飛彪;;淺談企業(yè)管理中激勵機制運用[J];科技信息(科學教研);2007年26期

，

本文編號：1848617