本文選題：國有商業(yè)銀行 + 人力資源��； 參考：《延安大學(xué)》2012年碩士論文

【摘要】：新形勢下，各國企業(yè)的競爭已轉(zhuǎn)向科學(xué)技術(shù)、人力資源的競爭。作為知識承載者的人力資源成為現(xiàn)代企業(yè)的黃金資源，在企業(yè)的競爭中扮演著越來越重要的角色。如何能夠在新形勢下獲得競爭優(yōu)勢是每個企業(yè)發(fā)展不得不直面的一個重要問題。對于科技知識、智力高度密集的銀行業(yè)來說更是如此�？梢哉f誰能吸引優(yōu)秀的人力資源，誰善于合理配置和保留人力資源，誰就能在未來的更加激烈的競爭中搶得先機，贏得優(yōu)勢。因此，銀行業(yè)特別是國有商業(yè)銀行要更加重視人力資源的開發(fā)與管理。 經(jīng)過多年的發(fā)展，我國國有商業(yè)銀行已經(jīng)形成了獨特的管理體系和組織架構(gòu)，并在人員招聘錄用、薪酬管理、開發(fā)培訓(xùn)、績效考核等方面獲得較大的改進。但是，我國國有商業(yè)銀行面向不斷變化的國際國內(nèi)形勢仍然存在人力資源選聘錄用、培訓(xùn)機制不健全，績效考評、薪酬激勵機制不完善等方面的問題，致使員工主觀能動性難以充分發(fā)揮，積極性難以充分的調(diào)動。對此，要在馬克思主義人的全面發(fā)展理論指導(dǎo)下加強人力資源聘用管理改革，建立科學(xué)的培訓(xùn)機制，加強績效管理，完善薪酬激勵機制，提升我國國有商業(yè)銀行的競爭力，，使其為我國的經(jīng)濟社會又好又快發(fā)展做出應(yīng)有的貢獻。
[Abstract]:Under the new situation, the competition of enterprises in various countries has turned to the competition of science and technology and human resources. As the knowledge bearer, human resources become the gold resources of modern enterprises and play a more and more important role in the competition of enterprises. How to gain competitive advantage in the new situation is an important problem that every enterprise has to face. This is especially true of highly intellectual banking. It can be said that who can attract excellent human resources, who is good at rational allocation and retention of human resources, who will be able to seize the opportunity in the future more fierce competition, won the advantage. Therefore, the banking industry, especially the state-owned commercial banks, should pay more attention to the development and management of human resources. After years of development, our state-owned commercial banks have formed a unique management system and organizational structure, and in recruitment, salary management, development and training, performance evaluation and other aspects have been greatly improved. However, facing the changing international and domestic situation, there are still some problems in China's state-owned commercial banks, such as the selection and employment of human resources, the imperfect training mechanism, the evaluation of performance, the imperfect salary incentive mechanism, and so on. As a result, the subjective initiative of the staff is difficult to give full play, the enthusiasm is difficult to fully mobilize. Therefore, under the guidance of Marxist theory of all-round development, we should strengthen the reform of human resource employment management, establish scientific training mechanism, strengthen performance management, perfect salary incentive mechanism, and enhance the competitiveness of state-owned commercial banks in China. Make it for our country's economic and social good and rapid development to make due contribution.
【學(xué)位授予單位】：延安大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2012
【分類號】：F832.33

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