本文關(guān)鍵詞：商業(yè)銀行個(gè)人理財(cái)顧問勝任力模型研究　出處：《西南財(cái)經(jīng)大學(xué)》2014年碩士論文　論文類型：學(xué)位論文

  更多相關(guān)文章： 商業(yè)銀行 個(gè)人理財(cái)顧問 勝任力 勝任力模型

【摘要】：勝任力的研究起源于美國,它是用來區(qū)分個(gè)體在某一特定崗位不同績效表現(xiàn)的深層次行為特征。自20世紀(jì)70年代勝任力概念提出以來,許多國內(nèi)外優(yōu)秀學(xué)者對勝任力進(jìn)行了大量的研究。勝任力模型是指一系列不同勝任力要素的組合,它是一種企業(yè)人力資源的管理工具,同時(shí)也是一種企業(yè)人力資源的管理手段。目前,許多企業(yè)紛紛開始構(gòu)建本企業(yè)關(guān)鍵崗位的勝任力模型。勝任力模型的研究為企業(yè)進(jìn)行員工的招聘選拔、培訓(xùn)開發(fā)和績效考核等提供了依據(jù),是現(xiàn)代人力資源管理新的理論基點(diǎn)。 改革開放以來,我國居民收入的不斷提高以及理財(cái)意識的不斷增強(qiáng),為個(gè)人理財(cái)業(yè)務(wù)的發(fā)展帶來了重要的契機(jī)。隨著個(gè)人理財(cái)業(yè)務(wù)的快速發(fā)展,越來越多的商業(yè)銀行將個(gè)人理財(cái)顧問制逐漸引入到業(yè)務(wù)管理中,開始實(shí)行個(gè)人理財(cái)顧問負(fù)責(zé)制度,個(gè)人理財(cái)顧問的角色越來越重要。但是,如何加快個(gè)人.理財(cái)顧問隊(duì)伍建設(shè),建立有效的個(gè)人理財(cái)顧問招聘選拔、培訓(xùn)開發(fā)和績效考核體系己經(jīng)成為商業(yè)銀行急需解決的問題。從目前的研究成果上看,雖有很多有關(guān)商業(yè)銀行員工勝任力的研究,但多數(shù)研究都集中在銀行管理人員勝任力的研究,而對于商業(yè)銀行個(gè)人理財(cái)顧問勝任力的研究相對較少。因此,本研究以商業(yè)銀行個(gè)人理財(cái)顧問為研究對象,在實(shí)證分析的基礎(chǔ)上,構(gòu)建出商業(yè)銀行個(gè)人理財(cái)顧問勝任力模型。為商業(yè)銀行進(jìn)行個(gè)人理財(cái)顧問的招聘、培訓(xùn)和考核等人力資源活動(dòng)提供科學(xué)與客觀的依據(jù),進(jìn)一步豐富有關(guān)商業(yè)銀行勝任力理論。 本研究共有六個(gè)部分。第一部分緒論,主要對本研究的選題背景與意義進(jìn)行簡單介紹,敘述本文的主要研究方法,歸納本研究的創(chuàng)新點(diǎn)以及對全文的內(nèi)容安排做簡單介紹。第二部分相關(guān)理論及文獻(xiàn)綜述,首先對個(gè)人理財(cái)業(yè)務(wù)及個(gè)人理財(cái)顧問進(jìn)行界定,其次介紹勝任力及勝任力模型的相關(guān)理論,并對勝任力模型的構(gòu)建方法進(jìn)行了一定的介紹。重點(diǎn)介紹國內(nèi)外關(guān)于勝任力和商業(yè)銀行理財(cái)顧問勝任力的主要研究成果,為論文后續(xù)研究為提供理論支持。第三部分勝任力模型構(gòu)成要素分析,在文獻(xiàn)研究法的基礎(chǔ)上,結(jié)合訪談分析出商業(yè)銀行個(gè)人理財(cái)顧問勝任力模型的構(gòu)成要素。并以確定的勝任力模型構(gòu)成要素為基礎(chǔ)設(shè)計(jì)調(diào)查問卷,實(shí)施調(diào)研。第四部分勝任力模型的構(gòu)建,運(yùn)用SPSS20.0軟件對收集的問卷數(shù)據(jù)進(jìn)行描述性統(tǒng)計(jì)分析、信度分析和效度的分析,采用因子分析法對確定的勝任力特征進(jìn)行歸類與總結(jié),并結(jié)合層次分析法來確定商業(yè)銀行個(gè)人理財(cái)顧問勝任力模型中各維度和各項(xiàng)勝任力特征的權(quán)重。第五部分個(gè)人理財(cái)顧問勝任力模型的應(yīng)用。將構(gòu)建的商業(yè)銀行個(gè)人理財(cái)顧問勝任力模型應(yīng)用于優(yōu)秀個(gè)人理財(cái)顧問的招聘選拔、培訓(xùn)、績效考核等工作中,以解決目前商業(yè)銀行在個(gè)人理財(cái)顧問人力資源管理中存在的問題。第六部分結(jié)論與展望,概括本論文的重要研究結(jié)論,總結(jié)商業(yè)銀行個(gè)人理財(cái)顧問勝任力模型構(gòu)成,并分析了本研究中存在的問題及不足,并對后續(xù)研究提出了相關(guān)的政策建議。 本研究的主要?jiǎng)?chuàng)新點(diǎn)在于：從選題角度來說,國內(nèi)外雖有不少關(guān)于銀行業(yè)員工勝任力研究的文章,但大多數(shù)研究都集中在銀行管理人員勝任力的研究,而對于具體崗位勝任力的研究,例如個(gè)人理財(cái)顧問勝任力的研究較少。本研究擬從商業(yè)銀行個(gè)人理財(cái)顧問的重要性出發(fā),構(gòu)建商業(yè)銀行個(gè)人理財(cái)顧問勝任力模型,進(jìn)一步豐富有關(guān)商業(yè)銀行勝任力研究成果,并對后續(xù)研究有一定的指導(dǎo)意義；研究方法的創(chuàng)新,本研究綜合運(yùn)用因子分析法和層次分析法來構(gòu)建商業(yè)銀行個(gè)人理財(cái)顧問勝任力模型。其中,采用因子分析法對構(gòu)建的初始勝任力模型進(jìn)行歸類和驗(yàn)證,采用層次分析法確定商業(yè)銀行個(gè)人理財(cái)顧問勝任力模型各勝任力特征的權(quán)重,增強(qiáng)了模型的可操作性。為商業(yè)銀行招聘、選拔、培養(yǎng)個(gè)人理財(cái)顧問提供更加可靠的理論指導(dǎo)和工具；以往勝任力的研究都是以建立勝任力模型為目的,忽視模型在人力資源管理中的應(yīng)用。本研究在構(gòu)建模型的基礎(chǔ)上,有針對性地提出提升商業(yè)銀行個(gè)人理財(cái)顧問勝任力對策建議。為我國商業(yè)銀行有針對性的培訓(xùn)、考核個(gè)人理財(cái)顧問以及構(gòu)建有效的理財(cái)顧問團(tuán)隊(duì)建設(shè)提供有力的依據(jù)。
[Abstract]:The research of competency originated in the United States, it is the deep behavior characteristics used to distinguish individuals show different performance in a particular position. Since 1970s, the concept of competence has been proposed, many domestic and overseas scholars have done a lot of research on the competency model. The competency model refers to a series of different competency elements combination, it is a kind of enterprise human resources management tool, but also a kind of enterprise human resource management. At present, many enterprises have begun to build the competency model of key positions in enterprises. The competency model of staff recruitment and selection for the enterprise, provides the basis for the development of training and performance appraisal, is the basis in theory the new modern human resource management.
Since the reform and opening up, and constantly improve the income of Chinese residents and the growing awareness of financial management, for the development of personal financial business has brought an important opportunity. With the rapid development of the personal financial services, more and more commercial banks personal financial advisor system gradually introduced into business management, started the personal finance consultant system, individual financial advisory role more and more important. However, how to speed up the personal financial advisor. The team building, establish personal financial advisors effective recruitment and selection, training and development, performance appraisal system has become an emergent problem to commercial banks. The research results from the current point of view, although there are many studies on commercial bank staff competency. But most of the studies are concentrated in the study of bank managers' competency, and for the study of commercial bank personal financial consultant competency is relatively small. Because of This, in this study, personal financial advisors commercial banks as the research object, on the basis of empirical analysis, construct the commercial bank personal financial consultant competency model. For the commercial bank personal finance consultant recruitment, provide scientific and objective basis for training and evaluation and other human resources activities, further enrich the commercial banks competency theory.
This study consists of six parts. The first part is the introduction, mainly introduces the background and significance of this study, the main research methods of this paper, summarizes the innovation of this research as well as the contents of the thesis are briefly introduced. The related theory and literature review part second, first of all personal financial business and personal financial management consultants are defined, then introduces the theory of competency and competency model, and method of constructing competency model are introduced. The main research focuses on competency and competency of commercial bank financial adviser at home and abroad, for the follow-up study to provide theoretical support. The third part competency analysis a model on the basis of literature research, interviews analysis elements of commercial bank personal financial consultant competency model and competency to determine. Force model elements based on the design of the questionnaire, the implementation of research. The fourth part of the construction of competency model, descriptive statistical analysis using SPSS20.0 software to collect the data of the questionnaire, reliability analysis and validity analysis, to determine the competency Netlon syndrome were classified and summarized by using factor analysis method, combined with the weight of AHP to determine commercial bank personal financial advisors force the dimensions and the competency competency model in the application of the competency model. The fifth part of the personal financial advisor. The construction of commercial bank personal financial consultant competency model application in the outstanding personal financial consultant recruitment, training, performance evaluation and other work, in order to solve the problems in personal finance consultant in human resource management of commercial bank's current problems. The sixth part is conclusion and outlook, summarizes important study conclusions of this paper, taking the total. The competency model of personal financial advisors in the Bank of industry is made up, and the problems and shortcomings in this study are analyzed, and some relevant policy suggestions are put forward for the follow-up research.
The main innovations in this research: from the research perspective, although a lot of domestic and international research on the competency of the banking staff articles, but most studies have focused on the bank managers' competency, and competency for specific research, such as research on personal financial consultant competency in this study less. Starting from the importance of personal finance of commercial bank, construction of commercial bank personal financial consultant competency model, further enrich the commercial banks competency research, and it has certain guiding significance for future research; the innovation of research method, the study uses factor analysis method and analytic hierarchy process to construct the commercial bank personal financial adviser the competency model. The competency model to classify and verify the initial using factor analysis, AHP is used to determine Ye Yin's The weights of personal financial consultant competency model of each competency, enhance the operability of the model. For commercial bank recruitment, selection, training of personal financial advisors provide more reliable theoretical guidance and tools; previous research on competency is to establish a competency model for the purpose of application, ignoring the model in human resource management in this study. On the basis of the model, put forward to improve personal financial advisor competency of commercial banks countermeasures. For China's commercial banks targeted training, provide a strong basis for personal financial advisors and the assessment of financial advisory team construction effectively.

【學(xué)位授予單位】：西南財(cái)經(jīng)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：F832.2

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