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》2012年碩士論文

【摘要】：現(xiàn)代社會最重要的人、財、物、信息四種資源中,人力資源作為一種核心資源對于企業(yè)和行政事業(yè)的發(fā)展具有極其重要的意義。而人力資源的一個重要特點就是增值性,即通過學習培訓、實踐鍛煉等外部環(huán)境的影響,激發(fā)人力資源內(nèi)生知識的提高,使人力資源的使用價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,基于國家經(jīng)濟金融形勢的發(fā)展、國際金融危機的影響、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)嚴峻的現(xiàn)實,對培訓工作一直都比較重視,從培訓形式來看,采取了集中培訓、視頻培訓、網(wǎng)上培訓、出境考察等；從培訓內(nèi)容來看,主要是圍繞監(jiān)管業(yè)務,包括現(xiàn)場檢查、非現(xiàn)場監(jiān)管、金融理財、銀行卡、表外業(yè)務、信貸業(yè)務、房地產(chǎn)業(yè)務等；從培訓的組織來看,由人事處具體負責內(nèi)蒙古銀監(jiān)局機關及所轄銀監(jiān)分局的各類培訓管理,其他各個部門、各個分局具體負責落實,包括培訓計劃的提出、培訓師資的供給、培訓對象的組織學習等；從培訓機制建設來看,形成了師資隊伍建設、培訓成果考核、培訓項目實施等基本管理框架,制定了《中國銀行業(yè)監(jiān)督管理委員會內(nèi)蒙古監(jiān)管局業(yè)務培訓與學歷教育管理規(guī)定》等。但培訓工作仍存在很多問題,本文從三個層面提出了十個方面的不足,表現(xiàn)在對培訓工作重要性認識不足、更加注重短期效應、監(jiān)管工作與培訓矛盾突出、培訓供需不平衡、培訓經(jīng)費難以保證、體系不完備、激勵機制缺失、師資隊伍建設滯后、內(nèi)在動力不足、培訓的理念落后和方法單一。在此基礎上提出了七個方面的解決對策,即深入開展培訓需求分析,確保培訓的開展有的放矢；制定周密的培訓方案,保證培訓的實施有條不紊：采取適配的培訓方法,推動培訓效果事半功倍；積極創(chuàng)新培訓理念,促進培訓成果的契約雙贏；建立科學有效的考核機制,以制度化實現(xiàn)培訓的雙向激勵；加強培訓師資隊伍建設,培養(yǎng)培訓高質(zhì)量的知識導向；定期開展全面培訓評估,增強培訓的有效性等,通過以上七個方面的解決對策,解決內(nèi)蒙古銀監(jiān)局培訓有效性不足的問題。
[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.
【學位授予單位】：內(nèi)蒙古師范大學
【學位級別】：碩士
【學位授予年份】：2012
【分類號】：F272.92;F832.3

【參考文獻】

相關期刊論文 前9條

1 潘辛們;;論人力資源培訓的機制建設問題[J];成都行政學院學報;2008年02期

2 唐爽;;企業(yè)人力資源開發(fā)管理和保護的幾點思考[J];決策導刊;2010年06期

3 馬力;我國企業(yè)人力資源管理的現(xiàn)狀及對策研究[J];經(jīng)濟師;2000年12期

4 秦永;;人力資本理論前沿綜述[J];內(nèi)蒙古金融研究;2010年10期

5 袁芙萍;;對加強我國企業(yè)人力資源培訓的思考[J];攀登;2007年04期

6 徐霞;;企業(yè)人力資源培訓現(xiàn)狀分析[J];全國商情(經(jīng)濟理論研究);2009年15期

7 周勇;張桀;;人力資源培訓在現(xiàn)代企業(yè)中的作用[J];中國電力教育;2009年04期

8 黃偉業(yè);;淺談人力資源培訓[J];現(xiàn)代經(jīng)濟信息;2007年12期

9 朱佳俊;;企業(yè)人力資源培訓資金的量本利分析[J];職業(yè)時空;2005年20期

，

本文編號：2078337