發(fā)布時(shí)間：2018-06-12 14:15

  本文選題：包商銀行 + 員工招聘　； 參考：《遼寧大學(xué)》2012年碩士論文

【摘要】：隨著全球經(jīng)濟(jì)的發(fā)展和世界大環(huán)境的不斷變化,特別是金融危機(jī)的頻頻發(fā)生都對(duì)現(xiàn)代銀行業(yè)的發(fā)展提出了新的要求。人力資源招聘是一個(gè)銀行發(fā)展的重要戰(zhàn)略之一,因此必須對(duì)其充分重視。有效的員工招聘能夠提高企業(yè)的競爭力,降低成本和擴(kuò)大企業(yè)知名度。包商銀行作為內(nèi)蒙古地區(qū)成立最早的股份制商業(yè)銀行和全國性的股份制商業(yè)銀行,自成立以來獲得了良好的發(fā)展,在業(yè)界內(nèi)獲得了很好的口碑。 但是在人員招聘方面,目前包商銀行的招聘環(huán)節(jié)還不夠完善,還存在著一些問題。比如招聘策略的選擇問題、甄選策略問題、人崗匹配問題等。本文通過小李三個(gè)真實(shí)發(fā)生在包商銀行招聘過程中的典型案例分別說明了這些問題。在招聘策略的選擇方面,根據(jù)具體的情況既可以選擇內(nèi)部招聘,也可以選擇外部招聘,更可以選擇內(nèi)外部招聘相結(jié)合的方式,同時(shí)在具體的招聘渠道上,應(yīng)當(dāng)盡量選擇多種招聘渠道；在甄選策略方面,在保持傳統(tǒng)甄選方法的基礎(chǔ)上,積極采用現(xiàn)代化的招聘方式,比如心理測試的方法等,以更好的挑選出合適的人才；在人崗匹配方面,要充分了解員工的性格和擅長之處,正確判斷其所適合的工作崗位,做到人崗融洽,同時(shí),一旦發(fā)現(xiàn)有人崗不匹配的情況,要及時(shí)作出相應(yīng)處理,根據(jù)實(shí)際情況做出合適的調(diào)整。 加強(qiáng)對(duì)這些問題的研究,對(duì)于提升包商銀行的工作效率,提高其市場競爭能力和綜合實(shí)力都有重要的意義。因此,我們需要對(duì)其進(jìn)行充分的研究,并制定出合適的包商銀行招聘策略方案。同時(shí),在員工招聘環(huán)節(jié),要多管齊下、搜尋人才；在員工甄選環(huán)節(jié),要科學(xué)量化、挖掘潛力；在員工錄用及招聘評(píng)估環(huán)節(jié),要積極反饋、適時(shí)調(diào)整。本文立足于包商銀行的實(shí)際情況,是理論與實(shí)際的結(jié)合,因此,不僅可以作為國內(nèi)其他銀行業(yè)員工招聘的參考文獻(xiàn),還可以將研究成果推廣到人力資源管理的其他環(huán)節(jié)中去,具有非常重大的意義。
[Abstract]:With the development of the global economy and the constant changes of the world environment, especially the frequent occurrence of the financial crisis, the development of the modern banking industry has put forward new requirements. Human resource recruitment is one of the important strategies for the development of a bank, so it must be paid full attention to. Effective employee recruitment can improve the competitiveness of the enterprise, reduce costs and expand the visibility of the enterprise. As the earliest joint-stock commercial bank and the national joint-stock commercial bank in Inner Mongolia, the contractor bank has gained good development since its establishment and gained a good reputation in the industry. But in the personnel recruitment aspect, at present the contractor bank recruitment link is not perfect, still has some problems. For example, the selection of recruitment strategy, selection strategy, post matching and so on. This paper explains these problems through three typical cases of Xiaoli which actually happened in the recruitment process of the contractor bank. In the selection of recruitment strategy, according to the specific situation, we can choose both internal and external recruitment, but also choose the combination of internal and external recruitment, at the same time, in the specific recruitment channels, In the selection strategy, on the basis of maintaining the traditional selection methods, we should actively adopt modern recruitment methods, such as psychological testing, in order to better select the right talents. In the aspect of matching people and posts, we should fully understand the character and expertise of employees, correctly judge the suitable work positions, and make people and posts harmonious. At the same time, once we find that people and posts do not match, we should deal with them in a timely manner. Make appropriate adjustments according to the actual situation. It is of great significance to strengthen the research on these problems to improve the working efficiency of the contractor bank and to improve its market competition ability and comprehensive strength. Therefore, we need to make a full study of it and work out a suitable recruitment strategy for the contractor bank. At the same time, in the process of employee recruitment, we should search for talents in a multi-pronged way; in the selection of employees, we should quantify scientifically and tap the potential; in the link of recruitment and recruitment evaluation, we should make positive feedback and timely adjustment. This paper is based on the actual situation of the contractor bank, which is the combination of theory and practice. Therefore, it can not only be used as a reference document for the recruitment of staff in other banks in China, but also extend the research results to other links of human resources management. Of great significance.
【學(xué)位授予單位】：遼寧大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2012
【分類號(hào)】：F272.92;F832.33

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本文編號(hào)：2009953