本文選題：客戶經(jīng)理 + 勝任力模型　； 參考：《吉林財(cái)經(jīng)大學(xué)》2017年碩士論文

【摘要】：在全球經(jīng)濟(jì)聯(lián)動(dòng)日益增強(qiáng)以及我國(guó)全面金融體制改革的態(tài)勢(shì)下,快速興起的各類中小商業(yè)銀行使商業(yè)銀行之間得競(jìng)爭(zhēng)越來(lái)越激烈,這就促使客戶經(jīng)理成為商業(yè)銀行在金融市場(chǎng)競(jìng)爭(zhēng)中制勝的關(guān)鍵人力基礎(chǔ)。客戶經(jīng)理選聘的順利與否很大程度上決定了銀行客戶經(jīng)理整體績(jī)效好壞,甚至?xí)绊戙y行整體目標(biāo)是否能順利實(shí)現(xiàn)。以往的選聘方式更多是關(guān)注員工的履歷、知識(shí)、技能等外在品質(zhì),一些內(nèi)在隱性特征往往被忽視,致使選聘結(jié)果不盡人意,所以要用新的觀點(diǎn)視角對(duì)目前的選聘機(jī)制重新優(yōu)化。基于勝任力模型的客戶經(jīng)理選聘研究能為優(yōu)化給目前銀行客戶經(jīng)理的選聘機(jī)制以強(qiáng)大的支持,也是前沿人力資源管理研究理論的重要趨向。中國(guó)銀行忻州分行是本文的研究對(duì)象,筆者從勝任力模型出發(fā)為分行客戶經(jīng)理的選聘開(kāi)辟一個(gè)新的方向和切實(shí)的標(biāo)準(zhǔn),研究修正分行客戶經(jīng)理選聘體制。本文闡明了勝任力及勝任力模型相關(guān)的理論,以及銀行客戶經(jīng)理的勝任力內(nèi)涵、外延和類型等。同時(shí),闡述銀行客戶經(jīng)理選聘相關(guān)理論。針對(duì)中國(guó)銀行忻州分行目前人員選聘體系存在的問(wèn)題,特別是客戶經(jīng)理在選聘中存在的主要問(wèn)題,分析客戶經(jīng)理選聘中的欠缺、制約項(xiàng)目和原因等。對(duì)中國(guó)銀行忻州分行客戶經(jīng)理選聘情況闡述分析。利用查閱資料等一系列方法探索選定的中國(guó)銀行忻州分行客戶經(jīng)理的勝任力模型,構(gòu)建了中國(guó)銀行忻州分行客戶經(jīng)理選聘機(jī)制。包括其構(gòu)建的總體思路與原則,主要內(nèi)容,并在中行忻州分行客戶經(jīng)理選聘中的加以應(yīng)用最終得出分行客戶經(jīng)理基于勝任力模型的選聘機(jī)制,并提出了相關(guān)保障措施。最終得到以下幾個(gè)結(jié)論:基于勝任力模型的中行忻州分行客戶經(jīng)理選聘機(jī)制即根據(jù)中行忻州分行客戶經(jīng)理崗位勝任力模型所要求的員工必備的深層特質(zhì)來(lái)考察應(yīng)聘者,找到最適合本崗位的應(yīng)聘者這樣既可以使人才的作用充分發(fā)揮,還可以使其獲得成就感;根據(jù)中行忻州分行行情建立起的客戶經(jīng)理勝任力模型是構(gòu)建其選聘體系的基礎(chǔ),可以有效的提高選聘時(shí)選擇人員的針對(duì)性和準(zhǔn)確性;對(duì)選聘效果提出的評(píng)估和保障,為以后選聘方式的改進(jìn)提供依據(jù);確定的勝任力模型和基于勝任力模型的選聘機(jī)制,對(duì)其他人力資源的其他模塊都有一定的參考價(jià)值。
[Abstract]:With the increasing global economic linkage and the overall financial system reform in China, the rapid rise of all kinds of small and medium-sized commercial banks have made the competition between commercial banks more and more fierce. This urges the customer manager to become the key human base for commercial banks to win the financial market competition. The success or not of the account manager determines the overall performance of the bank's customer manager to a great extent, and even affects whether the bank's overall goal can be successfully realized. In the past, more attention was paid to the external qualities of employees, such as resume, knowledge, skills and so on. Some internal and implicit characteristics were often ignored, which resulted in unsatisfactory selection and employment results, so we should re-optimize the current mechanism of selection and employment from a new perspective. The research on the selection and employment of account managers based on competency model can provide strong support for optimizing the mechanism of selecting and hiring account managers in banks at present, and it is also an important trend in the research of frontier human resource management theory. Xinzhou Branch of Bank of China is the object of this paper. Based on the competency model, the author opens up a new direction and practical standard for the selection and employment of branch account managers, and studies and modifies the system of selecting and appointing account managers in branches. This paper expounds the theory of competency and competency model, and the competence connotation, extension and type of bank customer manager. At the same time, the bank account manager selection and employment theory. In view of the problems existing in the current personnel selection and employment system of Xinzhou Branch of Bank of China, especially the main problems existing in the selection and employment of the account manager, this paper analyzes the shortcomings, constraints and reasons of the selection and employment of the account manager. To the Bank of China Xinzhou Branch account manager selection and employment analysis. A series of methods such as consulting data are used to explore the competency model of the selected account manager in Xinzhou Branch of Bank of China, and the mechanism of selecting and appointing the account manager in Xinzhou Branch of Bank of China is constructed. Including its general ideas and principles, the main content, and in Xinzhou Branch of Bank of China in the selection and employment of account managers to be applied to the end of the branch customer manager based on competency model selection and employment mechanism, and put forward the relevant safeguard measures. Finally, the following conclusions are drawn: based on the competency model, the mechanism of selecting and appointing account managers in Xinzhou Branch of Bank of China (BOC) is to investigate the applicants according to the essential characteristics of the employees required by the competency model of Xinzhou Branch. Finding the most suitable candidate for this position can not only give full play to the role of the talented person, but also give them a sense of accomplishment. The model of account manager competence established by Bank of China Xinzhou Branch is the basis of the selection and employment system. It can effectively improve the pertinence and accuracy of selecting personnel, evaluate and guarantee the effect of selection and employment, provide the basis for the improvement of the selection and employment mode, determine the competency model and the selection and employment mechanism based on competency model, Other human resources to other modules have a certain reference value.
【學(xué)位授予單位】：吉林財(cái)經(jīng)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.91;F832.33

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