本文關(guān)鍵詞：黑龍江省NY銀行崗位管理體系方案設(shè)計(jì)　出處：《哈爾濱工程大學(xué)》2012年碩士論文　論文類(lèi)型：學(xué)位論文

  更多相關(guān)文章： NY銀行 崗位管理體系 人力資源管理

【摘要】：隨著外資銀行的不斷進(jìn)入，金融業(yè)競(jìng)爭(zhēng)日益激烈，人力資源管理已成為商業(yè)銀行贏得競(jìng)爭(zhēng)優(yōu)勢(shì)，實(shí)現(xiàn)資產(chǎn)持續(xù)增值的關(guān)鍵，人力資源管理的狀態(tài)和效果對(duì)商業(yè)銀行整體經(jīng)濟(jì)效益和發(fā)展影響重大。作為人力資源管理的重要內(nèi)容，崗位管理體系的建立與完善對(duì)企業(yè)規(guī)范化、標(biāo)準(zhǔn)化管理起到十分重要的作用，將有助于戰(zhàn)略目標(biāo)的實(shí)現(xiàn)和企業(yè)執(zhí)行力的提高。 NY銀行受長(zhǎng)期的計(jì)劃經(jīng)濟(jì)體制的影響，一直沿用傳統(tǒng)人事管理的行政化用人機(jī)制，人力資源管理觀(guān)念落后、開(kāi)發(fā)與管理水平較低，導(dǎo)致其競(jìng)爭(zhēng)力不強(qiáng)。雖然在2009年進(jìn)行了股份制改革，但其人力資源管理體制上還存在著諸多問(wèn)題，例如，業(yè)務(wù)流程不暢、崗位設(shè)置不科學(xué)、崗位職責(zé)不明確、用人機(jī)制不完善等等，極大地制約了黑龍江省NY銀行的發(fā)展，所以急需建立并推廣科學(xué)的人力資源崗位管理體系。 本文首先就崗位管理的相關(guān)理論進(jìn)行研究和闡述，并分析了黑龍江省NY銀行人力資源管理的現(xiàn)狀，找出其人力資源崗位管理存在的問(wèn)題和成因；然后，根據(jù)崗位管理體系設(shè)計(jì)的基本目標(biāo)，，提出設(shè)計(jì)思路和設(shè)計(jì)具體內(nèi)容；最后，介紹了NY銀行崗位管理體系的實(shí)施過(guò)程，并選取一個(gè)部門(mén)作為試點(diǎn)從實(shí)踐上對(duì)實(shí)施進(jìn)行了論述和分析，歸納出實(shí)施過(guò)程中應(yīng)注意的問(wèn)題及保障措施。
[Abstract]:With the continuous entry of foreign banks and the increasingly fierce competition in the financial industry, human resource management has become the key for commercial banks to win the competitive advantage and realize the sustained appreciation of assets. The status and effect of human resource management have great influence on the overall economic benefit and development of commercial banks. As an important part of human resource management, the establishment and improvement of post management system is standardized for enterprises. Standardized management plays a very important role in the realization of strategic objectives and the improvement of enterprise execution. Influenced by the long-term planned economy system, NY Bank has been using the traditional personnel management administrative personnel mechanism, human resource management concept is backward, the level of development and management is low. In 2009, although the joint-stock system reform was carried out, there are still many problems in its human resource management system, for example, the business process is not smooth, the establishment of posts is not scientific. The lack of clear job responsibilities and imperfect employment mechanism has greatly restricted the development of NY Bank of Heilongjiang Province, so it is urgent to establish and popularize the scientific human resource post management system. Firstly, this paper studies and expounds the related theories of post management, and analyzes the present situation of human resource management in NY Bank of Heilongjiang Province, and finds out the existing problems and causes of the post management of human resources in NYC Bank of Heilongjiang Province. Then, according to the basic objectives of the post management system design, the design ideas and design specific content are put forward. Finally, this paper introduces the implementation process of NY bank post management system, and selects a department as a pilot to discuss and analyze the implementation in practice, and sums up the problems and safeguard measures to be paid attention to in the process of implementation.
【學(xué)位授予單位】：哈爾濱工程大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2012
【分類(lèi)號(hào)】：F272.92;F832.33

【參考文獻(xiàn)】

相關(guān)期刊論文 前10條

1 金暉;;試論我國(guó)大型商業(yè)銀行崗位管理體系改革[J];金融論壇;2008年03期

2 詹國(guó)林;;深化農(nóng)業(yè)銀行經(jīng)營(yíng)轉(zhuǎn)型思考[J];湖北農(nóng)村金融研究;2012年07期

3 陳群平;我國(guó)民營(yíng)企業(yè)人力資源管理策略研究[J];經(jīng)濟(jì)師;2005年05期

4 許軍林;高等學(xué)校崗位管理研究[J];樂(lè)山師范學(xué)院學(xué)報(bào);2002年03期

5 周月書(shū);董曉林;檀文;;論國(guó)有商業(yè)銀行人力資源配置的優(yōu)化[J];南京審計(jì)學(xué)院學(xué)報(bào);2006年01期

6 彭玉鎦;;商業(yè)銀行業(yè)務(wù)多樣化創(chuàng)新及其啟示[J];江蘇商論;2007年07期

7 王長(zhǎng)城;;論公共部門(mén)人力資源開(kāi)發(fā)的轉(zhuǎn)型與創(chuàng)新[J];上海行政學(xué)院學(xué)報(bào);2007年03期

8 江貽彬;;企業(yè)崗位管理模式優(yōu)化研究[J];新聞愛(ài)好者(理論版);2007年04期

9 林澤炎;;規(guī)范發(fā)展中國(guó)人才測(cè)評(píng)業(yè)的幾點(diǎn)建議[J];人才資源開(kāi)發(fā);2007年04期

10 林澤炎;;工作分析價(jià)值何在[J];中外管理;2001年11期

本文編號(hào)：1368535