本文選題：用工規(guī)劃 + 內(nèi)部人才市場　； 參考：《吉林大學(xué)》2012年碩士論文

【摘要】：中國建設(shè)銀行建行吉林省分行成立于1954年，50多年來，吉林省分行致力于國民經(jīng)濟基礎(chǔ)建設(shè)與民眾生活水平的提高，為吉林省經(jīng)濟發(fā)展做出卓越貢獻，建行吉林省分行全體員工真拼實干，奮勇爭先，積極開拓市場，大力推進機構(gòu)改革，優(yōu)化經(jīng)營管理機制，不斷創(chuàng)新金融業(yè)務(wù)，強化風險管理，在激烈的市場競爭中，經(jīng)營效益和價值創(chuàng)造水平屢創(chuàng)新高。建行吉林省分行以其全方位的金融服務(wù)，成為區(qū)域資產(chǎn)質(zhì)量最佳、效益最好的銀行。為了更好的為人民服務(wù)，吉林省建行從人力資源管理入手，完善提高員工的素質(zhì)、服務(wù)熱情以及積極向上的陽光心態(tài)。 人力資源管理從人事管理階段發(fā)現(xiàn)而來。人力資源管理相對于人事管理更加的具有可行性、合理性以及科學(xué)性。目前，對人力資源管理的輕視，缺乏對人力資源管理的認識；缺乏合理的用人制度和機制；對員工缺乏積極有效的激勵措施和方法；文化滯后，以及文化的建設(shè)與人力資源管理不相協(xié)調(diào)等因素。造成了人力資源選擇沒有實現(xiàn)真正意義的市場化、內(nèi)部人才市場有待形成、員工職業(yè)生涯不明確和激勵機制需要完善等一系列的問題。 在吉林省建行內(nèi)部同樣存在上述的問題，對此吉林省分行根據(jù)實際，制定合理的用工規(guī)劃，，建立員工的進入和退出機制，在崗位招聘方面做到根據(jù)崗位的具體要求選擇人員。同時在吉林省建行內(nèi)部努力搭建內(nèi)部人才市場，完善內(nèi)部競爭機制，將合適的人員調(diào)整到適合的崗位。在培訓(xùn)方面，將內(nèi)部培訓(xùn)與外部培訓(xùn)有機的結(jié)合起來，既提高了員工的業(yè)務(wù)能力也使得員工的綜合素質(zhì)有所提高，幫助員工明確自己的職業(yè)生涯道路，增強員工的忠誠度。合理的薪酬政策也是人力資源管理策略的主要內(nèi)容，具體的措施為將長期激勵與短期激勵相結(jié)合，同時兼顧物質(zhì)激勵與精神激勵。 吉林省分行通過人力資源管理政策的實施，業(yè)務(wù)工作得到了快速增長，資產(chǎn)質(zhì)量明顯好轉(zhuǎn)。隨著員工收入的增加，員工的營銷積極性被激發(fā)出來，在維護客戶的同時企業(yè)的效益有了明顯的提升，從而達到了客戶、企業(yè)、員工三方共贏的局面。
[Abstract]:Since its establishment in 1954 and more than 50 years ago, the Jilin Branch of China Construction Bank has devoted itself to the improvement of the national economic infrastructure and the improvement of the people's living standards, and has made outstanding contributions to the economic development of Jilin Province. All the employees of the Jilin Branch of CCB have been working hard to open up the market, vigorously promote institutional reform, optimize the management mechanism, continuously innovate the financial business, strengthen risk management, and in the fierce market competition, Operating efficiency and value creation level has repeatedly reached new heights. With its comprehensive financial services, CCB Jilin Branch has become the best bank with the best quality and benefit of regional assets. In order to better serve the people, Jilin Province Construction Bank from the human resources management, improve the quality of staff, service enthusiasm and positive sunshine mentality. Human resource management is discovered from the personnel management stage. Human resource management is more feasible, reasonable and scientific than personnel management. At present, the contempt of human resources management, the lack of understanding of human resources management, lack of reasonable employment system and mechanism, lack of positive and effective incentives and methods for employees, cultural lag, And cultural construction and human resources management and other factors are not coordinated. It has caused a series of problems, such as human resource selection has not realized the real sense of marketization, the internal talent market has yet to be formed, the employees' career is not clear and the incentive mechanism needs to be perfected, and so on. The above problems also exist in Jilin Construction Bank. According to the actual situation, Jilin Branch formulates reasonable employment planning, establishes employee entry and exit mechanism, and selects personnel according to the specific requirements of the post in the field of job recruitment. At the same time, we should try hard to set up the internal talent market, perfect the internal competition mechanism, and adjust the suitable personnel to the right position in Jilin Construction Bank. In the aspect of training, the combination of internal training and external training not only improves the staff's business ability, but also improves the staff's comprehensive quality, helps the staff to make their career path clear, and strengthens the employee's loyalty. Reasonable salary policy is also the main content of human resource management strategy. The concrete measure is to combine long-term incentive with short-term incentive, and at the same time to give consideration to material incentive and spiritual incentive. Jilin Province Branch through the implementation of human resources management policy, business has been rapid growth, asset quality improved significantly. With the increase of employees' income, the enthusiasm of employees' marketing is stimulated, and the benefits of enterprises are obviously improved while maintaining customers, thus achieving the win-win situation of customers, enterprises and employees.
【學(xué)位授予單位】：吉林大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2012
【分類號】：F272.92;F832.3

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