本文選題：農(nóng)業(yè)銀行營(yíng)業(yè)網(wǎng)點(diǎn)　切入點(diǎn)：人力資源配置　出處：《廣西大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

【摘要】：作為四大國有銀行中員工人數(shù)最多的銀行,中國農(nóng)業(yè)銀行在人力資源管理方面耗費(fèi)了大量的人力物力,人力資源管理也成為了中國農(nóng)業(yè)銀行在經(jīng)營(yíng)過程中的關(guān)鍵因素。在經(jīng)營(yíng)過程中,如果不針對(duì)市場(chǎng)和數(shù)據(jù)配置人員,而是僅僅依靠傳統(tǒng)的觀念進(jìn)行配置會(huì)造成大量的成本浪費(fèi),導(dǎo)致人力資源的閑置。因此,如何有效發(fā)揮人力資源管理的作用成為了農(nóng)業(yè)銀行管理層不斷研究的核心問題,本文首先分析了當(dāng)前國有銀行所面臨的金融環(huán)境,指出了研究的背景、內(nèi)容和方法;其次,通過對(duì)國內(nèi)外多名學(xué)者對(duì)銀行人力資源的研究進(jìn)行整理,明確了銀行人力資源配置的概念及針對(duì)銀行人力資源配置進(jìn)行優(yōu)化改進(jìn)時(shí)應(yīng)注意和考慮的內(nèi)容;第三部分介紹了研究對(duì)象農(nóng)業(yè)銀行XZ支行轄屬營(yíng)業(yè)網(wǎng)點(diǎn)的人力資源管理情況,并通過對(duì)轄屬網(wǎng)點(diǎn)的規(guī)模、崗位、人員結(jié)構(gòu)、業(yè)務(wù)量和客戶流量等數(shù)據(jù)的分析,指出了XZ支行在人力資源配置上存在的三大問題:配置不均衡、業(yè)務(wù)量不飽和、營(yíng)銷效率低,及對(duì)問題產(chǎn)生的原因進(jìn)行剖析;第四部分按照提出設(shè)計(jì)整體改進(jìn)思路和原則、對(duì)網(wǎng)點(diǎn)進(jìn)行定位、對(duì)網(wǎng)點(diǎn)的崗位進(jìn)行設(shè)計(jì)并明確職責(zé)、根據(jù)改進(jìn)后的崗位體系配置人力資源的四個(gè)步驟設(shè)計(jì)了人力資源配置方案,并分析了方案實(shí)施過程中還應(yīng)考慮的人員培訓(xùn)、人才培養(yǎng)和費(fèi)用配置三個(gè)方面因素。作者希望通過對(duì)農(nóng)業(yè)銀行XZ支行網(wǎng)點(diǎn)人力資源配置的研究,促使國有銀行提高對(duì)人力資源配置的重視,不斷地根據(jù)市場(chǎng)需求和科技發(fā)展的變化而變化,使國有銀行在激烈的金融行業(yè)競(jìng)爭(zhēng)中獲取有利地位。
[Abstract]:As the bank with the largest number of employees among the four state-owned banks, the Agricultural Bank of China has spent a lot of manpower and material resources on human resources management. Human resource management has also become a key factor in the management process of Agricultural Bank of China. In the process of operation, it will lead to a large amount of cost waste if the allocation of personnel is not aimed at the market and data, but only depends on the traditional concept. Therefore, how to give full play to the role of human resource management has become the core problem of agricultural bank management. This paper first analyzes the current financial environment of state-owned banks. The background, contents and methods of the research are pointed out. Secondly, the research on human resources of banks is sorted out by many scholars at home and abroad. This paper clarifies the concept of bank human resource allocation and the contents that should be paid attention to and considered when optimizing and improving the bank human resource allocation. The third part introduces the human resource management of the XZ branch of Agricultural Bank of China. Through the analysis of the scale, post, personnel structure, business volume and customer flow of the branch, the paper points out the three problems of XZ branch in human resource allocation: unbalanced configuration, unsaturation of business volume, low marketing efficiency, and so on, and points out that XZ branch has three major problems in human resource allocation: unbalanced allocation, unsaturation of business volume, low marketing efficiency, and so on. In part 4th, according to the ideas and principles of overall improvement of the design, positioning the network, designing the post of the network and clarifying its responsibilities, According to the four steps of human resource allocation in the improved post system, the human resource allocation scheme is designed, and the personnel training that should be considered in the implementation of the scheme is analyzed. The author hopes to promote the state-owned banks to pay more attention to the allocation of human resources through the study of the allocation of human resources in the branch of XZ branch of Agricultural Bank of China. According to the changes of the market demand and the development of science and technology, the state-owned banks have gained a favorable position in the fierce competition in the financial industry.
【學(xué)位授予單位】：廣西大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F832.33;F272.92

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