本文關(guān)鍵詞：人民銀行XX中心支行培訓(xùn)開發(fā)體系改進(jìn)研究　出處：《西南財(cái)經(jīng)大學(xué)》2012年碩士論文　論文類型：學(xué)位論文

  更多相關(guān)文章： 人民銀行 人力資源 培訓(xùn)體系 改進(jìn)

【摘要】：在知識(shí)經(jīng)濟(jì)時(shí)代,企業(yè)或組織核心競(jìng)爭(zhēng)能力的提升依賴于其是否具備一支訓(xùn)練有素、適應(yīng)經(jīng)濟(jì)社會(huì)發(fā)展和具有戰(zhàn)略性思維的高素質(zhì)人才隊(duì)伍。加強(qiáng)人才隊(duì)伍建設(shè),對(duì)現(xiàn)有人力資源加大培訓(xùn)開發(fā)力度是關(guān)鍵環(huán)節(jié)。這就要求用人單位樹立培訓(xùn)開發(fā)意識(shí)、加大培訓(xùn)投入、提升培訓(xùn)開發(fā)的力度,促進(jìn)人力資本的增值。人民銀行作為我國(guó)中央銀行,它擔(dān)負(fù)著制定和執(zhí)行貨幣政策,防范和化解金融風(fēng)險(xiǎn),維護(hù)我國(guó)金融穩(wěn)定等重要職責(zé),屬于專業(yè)性極強(qiáng)的公共部門,因此,通過(guò)科學(xué)有效的培訓(xùn)來(lái)打造一支具有國(guó)際金融宏觀視野、素質(zhì)優(yōu)良的金融人才隊(duì)伍對(duì)該行高效履職具有舉足輕重的作用。XX中心支行是人民銀行地市級(jí)派出機(jī)構(gòu),近年來(lái)由于受制于體制機(jī)制和干部隊(duì)伍建設(shè)等方面存在的問題,如職工崗位履職水平不高、工作缺乏進(jìn)取心、激勵(lì)機(jī)制不健全引發(fā)了部分職工思想上的負(fù)面意識(shí)等,成為了該中心支行履職和發(fā)展的主要矛盾。為此,該中心支行期望通過(guò)培訓(xùn)提升職工履職能力、端正工作態(tài)度和實(shí)現(xiàn)職工的自我發(fā)展,但由于在培訓(xùn)理念、培訓(xùn)體系設(shè)計(jì)和實(shí)施方面還存在諸多不足,導(dǎo)致培訓(xùn)效果不是很明顯,投入與產(chǎn)出不成正比,因此該中心支行現(xiàn)有培訓(xùn)開發(fā)體系亟待改進(jìn)優(yōu)化。 本文以XX中心支行的培訓(xùn)開發(fā)體系為研究對(duì)象,通過(guò)比較發(fā)達(dá)國(guó)家中央銀行與我國(guó)中央銀行及其分支機(jī)構(gòu)的員工培訓(xùn)開展情況,從宏觀層面歸納出我國(guó)央行及其分支機(jī)構(gòu)在員工培訓(xùn)上亟待改進(jìn)的制度建設(shè)、體系設(shè)計(jì)方面存在的問題,為下一步具體問題提出和分析提供導(dǎo)向和鋪墊；通過(guò)調(diào)查問卷、與培訓(xùn)主管部門相關(guān)人員面談和收集該中心支行相關(guān)資料等方式,對(duì)該中心支行的組織結(jié)構(gòu)、人力資源現(xiàn)狀和培訓(xùn)工作開展情況進(jìn)行了介紹,并對(duì)該中心支行培訓(xùn)體系進(jìn)行了深度分析,找出了培訓(xùn)工作開展前、中、后期存在的問題：一是人力資源培訓(xùn)開發(fā)缺乏規(guī)劃；二是缺乏培訓(xùn)需求分析,致使培訓(xùn)計(jì)劃制訂流于形式；三是缺乏培訓(xùn)資源的有效配置與投入：四是缺乏有效的培訓(xùn)激勵(lì)措施,員工參訓(xùn)積極性不高；五是培訓(xùn)效果評(píng)估方面存在的問題等。由此分析挖掘出導(dǎo)致這些問題的主客觀因素,基于此,本文從現(xiàn)代培訓(xùn)理論出發(fā),以立足該中心支行實(shí)際與科學(xué)性相結(jié)合,通過(guò)培訓(xùn)需求確定、擬定培訓(xùn)計(jì)劃、實(shí)施培訓(xùn)、培訓(xùn)效果評(píng)估與反饋等環(huán)節(jié)優(yōu)化改進(jìn)了原有培訓(xùn)體系。 本文希望通過(guò)研究能為XX中心支行培訓(xùn)體系改進(jìn)優(yōu)化提供理論依據(jù)和實(shí)踐標(biāo)準(zhǔn),促進(jìn)該中心支行與職工共同發(fā)展。同時(shí),也希望該研究思路和改進(jìn)策略對(duì)其它基層公共部門改進(jìn)本部門培訓(xùn)體系,提升培訓(xùn)效果提供較好的指引和參考作用。
[Abstract]:In the era of knowledge economy, the improvement of the core competitiveness of enterprises or organizations depends on whether they have a well-trained team. To adapt to the economic and social development and strategic thinking of high-quality talent team and strengthen the construction of talent team. It is a key link to strengthen the training and development of existing human resources, which requires employers to set up training and development awareness, increase training investment, and enhance the strength of training development. The people's Bank of China, as the central bank of China, is responsible for formulating and implementing monetary policy, preventing and defusing financial risks, and maintaining financial stability in China. Belong to the highly professional public sector, therefore, through scientific and effective training to create a macro vision of international finance. The financial talents with excellent quality play an important role in carrying out their duties efficiently. Xx central branch is the prefectural and municipal branch of the people's Bank of China. In recent years due to the constraints of the system mechanism and the construction of cadres and other aspects of the problems such as the level of staff and workers to perform their duties is not high lack of enterprise in the work. The unsound incentive mechanism has caused the negative consciousness of some staff and workers, which has become the main contradiction of the center branch to carry out its duties and develop. Therefore, the center branch expects to improve the ability of the staff and workers to carry out their duties through training. Correct work attitude and achieve the self-development of staff, but because of the training concept, training system design and implementation there are still many deficiencies, resulting in the training effect is not very obvious, input and output is not directly proportional. Therefore, the existing training and development system of the center branch needs to be improved and optimized. This paper takes the training and development system of XX central branch as the research object, and compares the staff training between the central bank of developed countries and the central bank of China and its branches. From the macro level, this paper summarizes the system construction and system design problems that the central bank and its branches urgently need to improve in staff training, and provides guidance and foundation for the next concrete problems. Through the questionnaire, interview with the relevant personnel of the training department and collect the relevant information of the center branch, the organizational structure of the center branch, the status of human resources and the development of the training work were introduced. The training system of the center's branch is analyzed in depth to find out the problems before, during and after the training: first, the lack of planning for the development of human resources training; Second, the lack of training needs analysis, resulting in the development of training plans become a mere formality; Third, the lack of effective allocation and input of training resources: fourth, lack of effective training incentives, staff training enthusiasm is not high; The fifth is the problems existing in the evaluation of the training effect. Based on the analysis of the subjective and objective factors that lead to these problems, this paper starts from the modern training theory. Based on the combination of the actual and scientific nature of the center branch, the original training system is optimized and improved through the determination of the training demand, the formulation of the training plan, the implementation of the training, the evaluation and feedback of the training effect, and so on. This paper hopes to provide theoretical basis and practical standard for improving and optimizing the training system of XX central branch, and promote the development of the center branch with the staff and workers. At the same time. It is also hoped that the research ideas and improving strategies will provide better guidance and reference for other grass-roots public departments to improve their training system and improve the training effect.
【學(xué)位授予單位】：西南財(cái)經(jīng)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2012
【分類號(hào)】：F272.92;F832.31

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本文編號(hào)：1360025