本文選題：內(nèi)蒙古銀監(jiān)局 + 人力資源　； 參考：《內(nèi)蒙古師范大學(xué)》2012年碩士論文

【摘要】：現(xiàn)代社會(huì)最重要的人、財(cái)、物、信息四種資源中,人力資源作為一種核心資源對(duì)于企業(yè)和行政事業(yè)的發(fā)展具有極其重要的意義。而人力資源的一個(gè)重要特點(diǎn)就是增值性,即通過(guò)學(xué)習(xí)培訓(xùn)、實(shí)踐鍛煉等外部環(huán)境的影響,激發(fā)人力資源內(nèi)生知識(shí)的提高,使人力資源的使用價(jià)值得到更大程度的發(fā)揮。內(nèi)蒙古銀監(jiān)局監(jiān)局8年以來(lái),基于國(guó)家經(jīng)濟(jì)金融形勢(shì)的發(fā)展、國(guó)際金融危機(jī)的影響、銀行業(yè)發(fā)展和創(chuàng)新步伐迅猛、銀行業(yè)監(jiān)管工作面臨的挑戰(zhàn)嚴(yán)峻的現(xiàn)實(shí),對(duì)培訓(xùn)工作一直都比較重視,從培訓(xùn)形式來(lái)看,采取了集中培訓(xùn)、視頻培訓(xùn)、網(wǎng)上培訓(xùn)、出境考察等；從培訓(xùn)內(nèi)容來(lái)看,主要是圍繞監(jiān)管業(yè)務(wù),包括現(xiàn)場(chǎng)檢查、非現(xiàn)場(chǎng)監(jiān)管、金融理財(cái)、銀行卡、表外業(yè)務(wù)、信貸業(yè)務(wù)、房地產(chǎn)業(yè)務(wù)等；從培訓(xùn)的組織來(lái)看,由人事處具體負(fù)責(zé)內(nèi)蒙古銀監(jiān)局機(jī)關(guān)及所轄銀監(jiān)分局的各類(lèi)培訓(xùn)管理,其他各個(gè)部門(mén)、各個(gè)分局具體負(fù)責(zé)落實(shí),包括培訓(xùn)計(jì)劃的提出、培訓(xùn)師資的供給、培訓(xùn)對(duì)象的組織學(xué)習(xí)等；從培訓(xùn)機(jī)制建設(shè)來(lái)看,形成了師資隊(duì)伍建設(shè)、培訓(xùn)成果考核、培訓(xùn)項(xiàng)目實(shí)施等基本管理框架,制定了《中國(guó)銀行業(yè)監(jiān)督管理委員會(huì)內(nèi)蒙古監(jiān)管局業(yè)務(wù)培訓(xùn)與學(xué)歷教育管理規(guī)定》等。但培訓(xùn)工作仍存在很多問(wèn)題,本文從三個(gè)層面提出了十個(gè)方面的不足,表現(xiàn)在對(duì)培訓(xùn)工作重要性認(rèn)識(shí)不足、更加注重短期效應(yīng)、監(jiān)管工作與培訓(xùn)矛盾突出、培訓(xùn)供需不平衡、培訓(xùn)經(jīng)費(fèi)難以保證、體系不完備、激勵(lì)機(jī)制缺失、師資隊(duì)伍建設(shè)滯后、內(nèi)在動(dòng)力不足、培訓(xùn)的理念落后和方法單一。在此基礎(chǔ)上提出了七個(gè)方面的解決對(duì)策,即深入開(kāi)展培訓(xùn)需求分析,確保培訓(xùn)的開(kāi)展有的放矢；制定周密的培訓(xùn)方案,保證培訓(xùn)的實(shí)施有條不紊：采取適配的培訓(xùn)方法,推動(dòng)培訓(xùn)效果事半功倍；積極創(chuàng)新培訓(xùn)理念,促進(jìn)培訓(xùn)成果的契約雙贏；建立科學(xué)有效的考核機(jī)制,以制度化實(shí)現(xiàn)培訓(xùn)的雙向激勵(lì)；加強(qiáng)培訓(xùn)師資隊(duì)伍建設(shè),培養(yǎng)培訓(xùn)高質(zhì)量的知識(shí)導(dǎo)向；定期開(kāi)展全面培訓(xùn)評(píng)估,增強(qiáng)培訓(xùn)的有效性等,通過(guò)以上七個(gè)方面的解決對(duì)策,解決內(nèi)蒙古銀監(jiān)局培訓(xùn)有效性不足的問(wèn)題。
[Abstract]:Among the most important human, financial, material and information resources in modern society, human resources, as a core resource, play an extremely important role in the development of enterprises and administrative undertakings. One of the important characteristics of human resources is value-added, that is, through the influence of external environment, such as learning, training, practice and so on, it can stimulate the improvement of endogenous knowledge of human resources and make the use value of human resources play a greater role. In the past eight years, due to the development of the national economic and financial situation, the impact of the international financial crisis, the rapid pace of development and innovation of the banking industry, and the severe challenges faced by the banking supervision work, We have always attached great importance to the training work. In terms of training form, we have adopted centralized training, video training, online training, overseas inspection, etc. From the perspective of the training content, it mainly revolves around supervision business, including on-site inspection and off-site supervision. Financial management, bank cards, off-balance sheet business, credit business, real estate business, etc. From the point of view of the training organization, the personnel Department is specifically responsible for all kinds of training management of the Inner Mongolia Banking Regulatory Bureau and the Banking Supervision Bureau under its jurisdiction, and other departments, The sub-bureaus are specifically responsible for the implementation, including the proposal of training plans, the supply of training teachers, the organization and study of training objects, and so on; from the point of view of the construction of the training mechanism, this has resulted in the building of a contingent of teachers and the assessment of training results. The basic management framework, such as the implementation of training projects, has drawn up the regulations on Business training and academic Education of Inner Mongolia Supervision Bureau of China Banking Regulatory Commission, etc. However, there are still many problems in the training work. This paper puts forward ten deficiencies from three aspects: insufficient understanding of the importance of training work, more attention to short-term effects, prominent contradiction between supervision and training, imbalance between supply and demand of training, etc. The training funds are difficult to guarantee, the system is not complete, the incentive mechanism is missing, the teacher team construction lags behind, the internal motive force is insufficient, the training idea is backward and the method is single. On this basis, seven solutions are put forward, that is, to carry out in-depth training needs analysis to ensure that the training is carried out in a targeted manner; to formulate a well-designed training programme to ensure that the training is carried out in an orderly manner: to adopt a suitable training method, Promoting the training effect with half the effort; innovating the training idea actively, promoting the contract win-win of the training results; establishing scientific and effective examination mechanism to institutionalize the two-way incentive of training; strengthening the construction of the training faculty, In order to solve the problem of insufficient training effectiveness in Inner Mongolia Banking Supervision Bureau, we should develop comprehensive training evaluation regularly and enhance the effectiveness of training.
【學(xué)位授予單位】：內(nèi)蒙古師范大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2012
【分類(lèi)號(hào)】：F272.92;F832.3

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