本文選題：商業(yè)銀行 + 勝任素質(zhì)模型��； 參考：《吉林大學(xué)》2012年碩士論文

【摘要】：隨著日益激烈的市場競爭，國有商業(yè)銀行作為金融業(yè)的龍頭大哥支撐著我國金融業(yè)的發(fā)展。在這個以經(jīng)濟與信息技術(shù)作為衡量社會發(fā)展的年代，知識高度密集型的金融行業(yè)對人才的競爭愈演愈烈，商業(yè)銀行行長作為銀行業(yè)的領(lǐng)軍人物在商業(yè)銀行分支機構(gòu)中發(fā)揮著重要的作用，其工作質(zhì)量、工作能力以及敬業(yè)精神影響著下屬，影響著整個機構(gòu)的績效，正在成為國有商業(yè)銀行競爭的焦點。關(guān)于如何更好的選拔商業(yè)銀行行長，以及把其培育成能提高組織績效的優(yōu)秀的人才，是許多商業(yè)銀行現(xiàn)在面臨的重大課題。 在國有商業(yè)銀行A銀行的傳統(tǒng)培訓(xùn)體系中，如何對二級分行行長進行培訓(xùn)管理，更多地是依靠泛泛的經(jīng)驗之談，搞“大而全”或“千人一課”的培訓(xùn)，對于如何有的放矢地真正提高該管理層級所需的內(nèi)在素質(zhì)，缺乏運用有效的工具定位科學(xué)的標準。為了明確A銀行二級分行行長的素質(zhì)要求、并以此為標準定位培訓(xùn)需求，亟需依靠更加科學(xué)、合理的工具進行培訓(xùn)體系設(shè)計，從而提升該管理層級在知識、技能和職業(yè)素養(yǎng)方面的綜合實力，激發(fā)和強化國有商業(yè)銀行的優(yōu)勢和持久競爭力。參照歐洲國家很多銀行的經(jīng)驗，它們大多都選用勝任素質(zhì)模型，以更好地量化如管理者的動機、個性、態(tài)度、能力、知識、技能等特征，從而真實反映管理者的效能。勝任素質(zhì)這一模型針對銀行行長的選拔、培訓(xùn)、績效考核以及職業(yè)生涯規(guī)劃都是有效的手段，專業(yè)化的指導(dǎo)也是提升銀行競爭力的有利方式。 本文在以下三方面做了主要工作：第一，根據(jù)商業(yè)銀行業(yè)行業(yè)的特點，結(jié)合A銀行二級分行實際情況設(shè)計出的勝任素質(zhì)模型，具有針對性和實踐價值；第二，模型細化到每一項素質(zhì)對應(yīng)具體代表行為，對于各個能力指標的行為表現(xiàn)描述較為詳盡，并采用360度考評方法，對二級分行行長的行為表現(xiàn)進行考評，分析得出培訓(xùn)需求，具有較強的可操作性；第三，將模型初步應(yīng)用到二級分行行長的培訓(xùn)中，進行了培訓(xùn)類型的確定，并設(shè)計了培訓(xùn)方式和培訓(xùn)課程。以A銀行二級分行行長為例，依據(jù)素質(zhì)模型理論，結(jié)合國內(nèi)外素質(zhì)模型研究理論及同行業(yè)勝任素質(zhì)模型的應(yīng)用情況，深入地探索了商業(yè)銀行二級分行行長的素質(zhì)模型，建立了適合該公司的二級分行行長勝任素質(zhì)模型，并利用這一模型對國有商業(yè)銀行二級分行行長現(xiàn)有的各項能力進行了較為科學(xué)、客觀的測量，，然后針對測量結(jié)果與期望結(jié)果的差距，尋找出行長在能力素質(zhì)方面的欠缺，并對如何提高這些能力提出相關(guān)的培訓(xùn)措施，對A銀行和國內(nèi)同類企業(yè)都有一定的指導(dǎo)作用。
[Abstract]:With the increasingly fierce market competition, state-owned commercial banks, as the leading brother of the financial industry, support the development of our financial industry. In this era when economic and information technology are used as a measure of social development, the competition for talents in the highly knowledge-intensive financial industry is becoming increasingly fierce. The president of the commercial bank, as the leader of the banking industry, plays an important role in the branch of the commercial bank. The quality of the work, the ability to work and the dedication of the commercial bank affect the subordinates and the performance of the whole organization. It is becoming the focus of state-owned commercial bank competition. How to better select commercial bank governors and cultivate them into excellent talents who can improve the performance of the organization are the major issues facing many commercial banks. In the traditional training system of state-owned commercial bank, Bank A, How to conduct training and management of the second level branch governors depends more on general experience and training of "big and complete" or "one thousand people", so as to really improve the internal quality of the management level in a targeted manner. ". Lack of scientific standards for the use of effective tools. In order to clarify the quality requirement of the second branch governor of Bank A, and to position the training demand as the standard, it is urgent to rely on more scientific and reasonable tools to design the training system, so as to enhance the management level in the knowledge. The comprehensive strength of skills and professional accomplishment stimulates and strengthens the advantages and lasting competitiveness of state-owned commercial banks. Referring to the experience of many European banks, most of them choose competency models to better quantify the characteristics of managers' motivation, personality, attitude, ability, knowledge, skills, and so on, so as to truly reflect the efficiency of managers. Competency models are effective tools for the selection, training, performance appraisal and career planning of bank governors. Professional guidance is also a favorable way to enhance the competitiveness of banks. This paper has done the following three main work: first, according to the characteristics of commercial banking, combined with the actual situation of the second branch of Bank A, the competency model is designed. Second, the model refines each quality to correspond to the concrete representative behavior, describes the behavior performance of each ability index in detail, and adopts 360 degree appraisal method. The behavior of the second-level branch governor is evaluated, and the training needs are analyzed, which has strong maneuverability. Thirdly, the model is applied to the training of the second-level branch governor, and the training type is determined. And designed the training method and the training course. Based on the quality model theory, combined with the domestic and foreign quality model research theory and the application of the competency model of the same industry, the quality model of the second grade branch president of the commercial bank is explored deeply, taking the second branch president of bank A as an example. The competency model of the second-level branch president suitable for the company is established, and the existing abilities of the second-level branch president of the state-owned commercial bank are measured scientifically and objectively by using this model. Then, aiming at the gap between the measurement results and the expected results, this paper looks for the deficiency of trip length in terms of ability quality, and puts forward relevant training measures on how to improve these abilities, which has a certain guiding role for Bank A and similar enterprises in China.
【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;F832.2

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