本文關(guān)鍵詞：中國(guó)銀行CH支行新員工管理問(wèn)題研究　出處：《西南財(cái)經(jīng)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： 中國(guó)銀行CH支行 新員工管理 員工培訓(xùn) 職業(yè)生涯規(guī)劃

【摘要】：我國(guó)加入WTO后,銀行同業(yè)競(jìng)爭(zhēng)日趨激烈,除不斷滿足國(guó)內(nèi)對(duì)金融業(yè)的旺盛需求外還要面臨外資銀行的競(jìng)爭(zhēng)。各家銀行若想在激烈的競(jìng)爭(zhēng)中立于不敗之地,就必須不斷提升核心競(jìng)爭(zhēng)力,其中最關(guān)鍵的是要擁有能為銀行創(chuàng)造更多效益的核心人才。目前國(guó)有商業(yè)銀行優(yōu)秀人才的不斷流失已經(jīng)成為制約其發(fā)展的重要因素,各家商業(yè)銀行也已經(jīng)意識(shí)到人才管理的重要性,并作為一項(xiàng)重要的戰(zhàn)略工程來(lái)抓。只有留住人才、用好人才,實(shí)施符合自身發(fā)展的人才戰(zhàn)略才能在激勵(lì)的商業(yè)競(jìng)爭(zhēng)中脫胎換骨,利于不敗之地�！摆A得青年,就是贏得活力,贏得未來(lái)和希望”,因此對(duì)于新入職員工的管理在人力資源管理中顯得尤為重要,它是員工管理的起點(diǎn)。入職管理成效的好壞直接關(guān)系到員工管理后續(xù)工作的開(kāi)展,更關(guān)系到能否為銀行的健康發(fā)展儲(chǔ)備豐富優(yōu)質(zhì)的人力資源,以保障銀行的持續(xù)有效發(fā)展。因此本論文研究的重點(diǎn)將是,如何通過(guò)對(duì)新員工正確有效的管理,使他們的職業(yè)規(guī)劃、職場(chǎng)發(fā)展與銀行的業(yè)務(wù)發(fā)展相契合。 本文從新員工管理相關(guān)理論出發(fā),以中國(guó)銀行CH支行新員工為研究對(duì)象,研究分析中國(guó)銀行CH支行在新員工管理方式、方法上存在的問(wèn)題,并通過(guò)對(duì)CH支行新員工的特點(diǎn)進(jìn)行剖析,進(jìn)而提出更科學(xué)合理的新員工管理模式,以推動(dòng)CH支行人才隊(duì)伍建設(shè),加強(qiáng)人才培養(yǎng),促進(jìn)CH支行人才隊(duì)伍能力素質(zhì)提升和績(jī)效進(jìn)步。全文分為六個(gè)章節(jié)：第一至第二章主要介紹本文的研究背景、研究意義、研究?jī)?nèi)容和研究方法及理論基礎(chǔ)；第三章主要是對(duì)中國(guó)銀行CH支行新員工管理方面的介紹,首先介紹了CH支行的基本情況,然后針對(duì)新員工的特點(diǎn)和現(xiàn)狀進(jìn)行介紹；第四章針對(duì)CH支行新員工管理方面出現(xiàn)的問(wèn)題進(jìn)行分析；第五章及第六章針對(duì)CH支行新員工管理的問(wèn)題提出優(yōu)化對(duì)策,主要從新員工社會(huì)化、新員工培訓(xùn)體系、職業(yè)生涯規(guī)劃、薪酬激勵(lì)建設(shè)等方面進(jìn)行優(yōu)化,以期對(duì)中國(guó)銀行及其他國(guó)有商業(yè)銀行在新員工培養(yǎng)方面提供借鑒和思考。
[Abstract]:After China's entry into WTO, the interbank competition is becoming more and more fierce, which not only meets the exuberant demand of domestic financial industry, but also faces the competition of foreign banks. If banks want to be invincible in the fierce competition. We must constantly improve the core competitiveness. Among them, the key is to have the core talents who can create more benefits for the banks. At present, the continuous loss of outstanding talents in state-owned commercial banks has become an important factor restricting its development. Commercial banks have also realized the importance of talent management, and as an important strategic project to grasp. Only by implementing the talent strategy that is in line with its own development can it be transformed into an invincible position in the stimulating business competition. "winning youth is winning vitality, winning the future and hope." Therefore, the management of new staff is particularly important in the human resources management, it is the starting point of staff management. The effectiveness of entry management is directly related to the development of staff management follow-up work. More related to the healthy development of the bank reserves rich and high-quality human resources to ensure the sustainable and effective development of banks. Therefore, this paper will focus on how to correctly and effectively manage the new employees. Align their career planning and career development with the business development of banks. Based on the theory of new employee management and taking the new employee of Ch Branch of Bank of China as the research object, this paper studies and analyzes the existing problems in the new employee management mode and method of Ch Branch of Bank of China. And through the analysis of the characteristics of the new staff of Ch Branch, and then put forward a more scientific and reasonable management model of new staff, in order to promote the construction of talent team in Ch Branch, strengthen the talent training. The paper is divided into six chapters: the first to the second chapter mainly introduces the research background, research significance, research content, research methods and theoretical basis; The third chapter mainly introduces the management of the new employees in the Ch Branch of Bank of China, first introduces the basic situation of the Ch Branch, then introduces the characteristics and current situation of the new employees. Chapter 4th analyzes the problems in the management of new employees in Ch branch. Chapter 5th and Chapter 6 put forward the optimization countermeasures for the management of new employees in Ch Branch, mainly from the socialization of new employees, the training system of new employees, career planning, salary incentive construction and so on. In order to provide reference and thinking for Bank of China and other state-owned commercial banks in the training of new staff.
【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(lèi)號(hào)】：F832.33;F272.92

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