【摘要】：當(dāng)前,隨著全國農(nóng)村信用社改革工作的深入推進(jìn),改革中遇到的問題也越來越多,越來越復(fù)雜,該如何有效應(yīng)對這些問題,已經(jīng)是各級信用社管理層不得不面對的問題。這些問題是改革中的挑戰(zhàn),也是發(fā)展中的機(jī)遇。JJ縣農(nóng)村信用合作聯(lián)社自2005年底實現(xiàn)統(tǒng)一法人以來,在法人治理、經(jīng)營管理、業(yè)務(wù)發(fā)展、風(fēng)險防控等各領(lǐng)域?qū)崿F(xiàn)長足發(fā)展,不僅牢固樹立了它在支持縣域經(jīng)濟(jì)發(fā)展不可替代作用的地位,而且極大提升了全體員工自身的幸福感和依賴感。即使如此,全國農(nóng)村信用社自身管理的短板問題也出現(xiàn)在了JJ縣農(nóng)村信用社,這些既有例如法人治理結(jié)構(gòu)不完善、經(jīng)營體制和歸屬權(quán)不清晰和業(yè)務(wù)拓展比較單一等經(jīng)營問題,也有諸如企業(yè)文化建設(shè)缺乏活力、人力資源管理架構(gòu)不合理或尚未建立人力資源管理體系等機(jī)制問題。如何在改革發(fā)展中去破解這些問題,成為了JJ縣聯(lián)社謀求自身又好又快可持續(xù)發(fā)展的難題。 本文首先從對人力資源管理體系相關(guān)理論進(jìn)行概述,并以此為理論基礎(chǔ),對JJ縣農(nóng)村信用合作聯(lián)社人力資源管理的現(xiàn)狀進(jìn)行分析,并針對性提出“三位一體”式人力資源管理體系,以期解決JJ縣農(nóng)村信用合作聯(lián)社在人力資源管理過程中的不足和缺陷。“三位一體”式人力資源管理體系包括組織管理體系、制度管理體系、過程管理體系共三個子體系。其中,組織管理體系主要是建立一套以高層領(lǐng)導(dǎo)負(fù)責(zé)、各中層機(jī)構(gòu)承擔(dān)和廣大員工積極參與的自上而下的組織管理,以保障“三位一體”的人力資源管理體系能夠強(qiáng)有力的執(zhí)行；制度管理體系通過建立合理的招聘制度、培訓(xùn)開發(fā)制度、留人制度、用工薪酬制度和退出制度等規(guī)章制度,規(guī)范整個體系的運作；過程管理體系是通過對整個“三位一體”運行的管理,即人力資源管理體系設(shè)計需求、人力資源管理體系方案設(shè)計和人力資源管理體系開發(fā)考核和考核延伸等過程的管理,以達(dá)到優(yōu)化人力資源管理、提高工作效率、提升企業(yè)盈利能力的目的。三個子體系之間相互配合、相互支持,彼此有機(jī)聯(lián)系、共同支撐整個人力資源管理體系,以保障整個人力資源管理體系功能的發(fā)揮和整體目標(biāo)的實現(xiàn)。
[Abstract]:At present, with the deepening of the reform of rural credit cooperatives in China, the problems encountered in the reform are more and more complex. How to deal with these problems effectively has become a problem that the management of credit cooperatives at all levels have to face. These problems are challenges in reform and opportunities in development. Since the realization of unified legal person in JJ County Rural Credit Cooperative Society at the end of 2005, it has made great progress in various fields, such as corporate governance, management, business development, risk prevention and control, etc. It not only firmly establishes its role in supporting the development of county economy, but also greatly promotes the sense of happiness and dependence of all staff. Even so, the problems in the management of rural credit cooperatives in the whole country have also appeared in the rural credit cooperatives of JJ County. For example, the governance structure of legal persons is not perfect, the management system and ownership rights are not clear, and the business development is relatively single. There are also some problems, such as the lack of vitality in the construction of enterprise culture, the unreasonable structure of human resource management or the lack of establishing human resource management system. How to solve these problems in the process of reform and development has become a difficult problem for JJ County Union to seek its own good and fast sustainable development. This paper firstly summarizes the related theories of human resource management system, and based on this theory, analyzes the current situation of human resource management in JJ County Rural Credit Cooperative Society. This paper also puts forward the "trinity" human resource management system in order to solve the shortcomings and defects of JJ Rural Credit Cooperative Society in the process of human resource management. The "Trinity" human resource management system consists of three sub-systems: the organizational management system, the institutional management system and the process management system. Among them, the organizational management system is mainly to establish a set of top-down organizational management with the responsibility of the senior leadership, the responsibility of the middle level organizations and the active participation of the vast number of employees. In order to ensure the "trinity" of human resources management system can be strongly implemented; The system management system standardizes the operation of the whole system by establishing reasonable recruitment system, training and development system, retention system, employment compensation system and withdrawal system. The process management system is the management of the whole "trinity" operation, that is, the design requirements of the human resources management system, the design of the human resources management system, the development, examination and extension of the human resources management system, etc. In order to optimize human resources management, improve work efficiency, improve the profitability of enterprises. The three sub-systems cooperate with each other support each other organically and support the whole human resource management system together to ensure the function of the whole human resource management system and the realization of the overall goal.
【學(xué)位授予單位】：南昌大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F832.35;F272.92

【引證文獻(xiàn)】

相關(guān)碩士學(xué)位論文 前1條

1 凱奧易;基于戰(zhàn)略的ACLEDA銀行人力資源管理體系改進(jìn)研究[D];青島科技大學(xué);2016年

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本文編號：2319406