本文選題：興業(yè)銀行 + 知識型員工　； 參考：《湖南師范大學(xué)》2013年碩士論文

【摘要】：隨著中國金融業(yè)逐步對外開放,外資銀行的進(jìn)入將給中國銀行業(yè)市場乃至整個中國金融業(yè)市場造成巨大沖擊,尤其是對人才的沖擊最為嚴(yán)重。運(yùn)用和創(chuàng)造知識的能力是中外銀行企業(yè)競爭的實質(zhì),而是否擁有這種能力的人才是其直接表現(xiàn)。為此,眾多學(xué)者關(guān)注銀行業(yè)知識型員工的激勵機(jī)制研究,各銀行更是不遺余力采用各種措施激勵和吸引知識型員工。 興業(yè)銀行長沙分行成立于1999年2月,是興業(yè)銀行在中西部地區(qū)設(shè)立的首家分行級機(jī)構(gòu)。成立十余年來,以一流的發(fā)展速度,持續(xù)創(chuàng)新的金融產(chǎn)品,鮮明真誠的服務(wù)特色,使其綜合實力和競爭能力始終位居市場前列。但在快速發(fā)展同時,興業(yè)銀行面臨著對外企業(yè)吸引力不高,對內(nèi)員工工作積極性不高、激勵動力不足的現(xiàn)狀。在國際金融業(yè)動蕩不安和國外銀行的強(qiáng)勢攻擊下,興業(yè)銀行要想更上一層樓就要改進(jìn)員工激勵機(jī)制,進(jìn)一步激勵和吸引知識型員工。在理論指引和實踐指導(dǎo)下,本文以興業(yè)銀行長沙分行為研究對象,著重分析其知識型員工的激勵機(jī)制并提出改進(jìn)方案。文章在介紹與回顧知識型員工相關(guān)概念及激勵理論基礎(chǔ)上,對興業(yè)銀行知識型員工激勵現(xiàn)狀進(jìn)行系統(tǒng)分析,并總結(jié)出其激勵體系存在的問題。結(jié)合前人研究成果和興業(yè)銀行長沙分行實際,根據(jù)知識型員工激勵體系設(shè)計思路、原則和目標(biāo),從組織層面、員工層面和工作層面分別提出改進(jìn)方案,旨在全面提高興業(yè)銀行激勵效果。最后,針對興業(yè)銀行長沙分行知識型員工激勵體系優(yōu)化設(shè)計方案實施,提出具體的實施步驟及可能出現(xiàn)問題的解決方案。本文的研究成果既可豐富新形勢新環(huán)境下的知識型員工激勵理論,也能為興業(yè)銀行及其他商業(yè)銀行構(gòu)建知識型員工激勵體系提供借鑒。
[Abstract]:With the gradual opening to the outside world of China's financial industry, the entry of foreign banks will cause a huge impact to the Chinese banking market and even to the whole Chinese financial industry market, especially the most serious impact on talents. The ability to use and create knowledge is the essence of competition between Chinese and foreign banks. For this reason, many scholars pay attention to the research of incentive mechanism of knowledge workers in banking industry, and banks spare no effort to adopt various measures to encourage and attract knowledge workers. Founded in February 1999, Societe Generale Changsha Branch is the first branch-level establishment of Societe Generale in the central and western regions. Since its establishment more than 10 years, with the first-class development speed, the continuous innovation financial product, the bright sincere service characteristic, causes its comprehensive strength and the competition ability to always be in the forefront of the market. But at the same time, Societe Generale Bank is faced with the situation that the attraction of foreign enterprises is not high, the enthusiasm of domestic employees is not high, and the motivation is insufficient. Under the turmoil of international financial industry and the strong attack of foreign banks, Industrial Bank must improve the staff incentive mechanism to further motivate and attract knowledge workers. Under the guidance of theory and practice, this paper takes Changsha Branch of Industrial Bank as the research object, analyzes the incentive mechanism of knowledge workers and puts forward the improvement scheme. On the basis of introducing and reviewing the related concepts and incentive theories of knowledge workers, this paper systematically analyzes the current situation of knowledge workers' motivation in Industrial Bank, and summarizes the problems existing in its incentive system. Based on the previous research results and the actual situation of Changsha Branch of Industrial Bank, according to the design ideas, principles and objectives of the knowledge employee incentive system, the improvement schemes are put forward from the organizational level, the employee level and the work level, respectively. The aim is to improve the incentive effect of Societe Generale Bank. Finally, aiming at the implementation of the optimized design scheme of knowledge worker incentive system in Changsha Branch of Industrial Bank, the paper puts forward the concrete implementation steps and the solutions to the possible problems. The research results of this paper can not only enrich the knowledge employee incentive theory under the new situation and new environment, but also provide reference for the establishment of knowledge employee incentive system in Industrial Bank and other commercial banks.
【學(xué)位授予單位】：湖南師范大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F832.33

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