發(fā)布時間：2018-05-25 22:46

  本文選題：人力資源管理 + 員工配置��； 參考：《河北大學(xué)》2016年碩士論文

【摘要】：廊坊城郊農(nóng)村信用社是廊坊市金融市場中的一個重要組成部分,是廊坊市農(nóng)村金融工作的主力軍。近幾年,隨著國家對金融領(lǐng)域的進(jìn)一步開放,廊坊市金融市場出現(xiàn)了許多新銀行。面對競爭日益激烈的環(huán)境,廊坊城郊農(nóng)村信用社如何整合現(xiàn)有的臨柜人員應(yīng)對市場的挑戰(zhàn)就顯得尤為重要。人力資源是廊坊城郊農(nóng)村信用社發(fā)展的核心力量,作為營業(yè)網(wǎng)點和臨柜人員雙多的金融機(jī)構(gòu),在金融產(chǎn)品相對落后的情況下,科學(xué)合理的配置臨柜人員,提升對外服務(wù)的質(zhì)量有助于增強(qiáng)廊坊城郊農(nóng)村信用社的市場競爭力。近些年來,銀行業(yè)發(fā)展迅速,廊坊市銀行日益增多,銀行業(yè)的競爭日趨激烈。經(jīng)過長久的發(fā)展,廊坊城郊農(nóng)村信用社在資產(chǎn)質(zhì)量和人員素質(zhì)方面也都有顯著提高。但是由于歷史原因和人事制度方面的權(quán)限問題,廊坊城郊農(nóng)村信用社人力資源管理部門只是一味的政策執(zhí)行,并沒有真正獨立自主進(jìn)行人力資源管理決策,因此廊坊城郊農(nóng)村信用社的經(jīng)營效益在不斷下降。論文在詳細(xì)分析廊坊城郊農(nóng)村信用社的內(nèi)外部環(huán)境的基礎(chǔ)上,對信用社存在的網(wǎng)點人員數(shù)量分配不與業(yè)務(wù)種類相一致、網(wǎng)點人員工作量與收入不成比例、網(wǎng)點人員年齡分布不均勻、庫管員兼做對公業(yè)務(wù)、缺少大堂服務(wù)人員問題進(jìn)行了分析。提出造成廊坊城郊農(nóng)村信用社這種局面的原因主要是人力資源觀念陳舊、不能與市場發(fā)展相同步,新員工引進(jìn)不夠彌補(bǔ)退休人員的空缺,人浮于事現(xiàn)象嚴(yán)重、現(xiàn)有人員不能完全調(diào)動工作積極性,近郊員工不愿意去條件艱苦的遠(yuǎn)郊工作。最后在現(xiàn)有的人力資源管理條件下,按照以人員為標(biāo)準(zhǔn)、以崗位為標(biāo)準(zhǔn)和以雙向選擇為標(biāo)準(zhǔn)的原則重新對廊坊城郊農(nóng)村信用社的臨柜人員進(jìn)行了更加科學(xué)合理的配置,并提出了相應(yīng)的對策建議。
[Abstract]:Langfang suburban rural credit cooperative is an important part of Langfang financial market and the main force of Langfang rural financial work. In recent years, with the further opening of the country to the financial field, many new banks appeared in the financial market of Langfang City. In the face of the increasingly competitive environment, it is particularly important for Langfang Rural Credit Cooperatives to integrate the existing counters to deal with the challenges of the market. Human resources are the core force of the development of rural credit cooperatives in the suburbs of Langfang. As financial institutions with more business outlets and more people on the counter, they are scientifically and reasonably deployed under the condition that the financial products are relatively backward. Improving the quality of external service helps to enhance the market competitiveness of rural credit cooperatives in Langfang suburbs. In recent years, the banking industry has developed rapidly, Langfang City Bank is increasing day by day, the competition of banking is becoming more and more fierce. After a long-term development, Langfang rural credit cooperatives in the quality of assets and personnel have improved significantly. However, due to historical reasons and the issue of the authority of personnel system, the human resources management department of Langfang Rural Credit Cooperatives is just carrying out the policy blindly, and has not really independently carried out the human resources management decision. Therefore Langfang suburban rural credit cooperatives operating efficiency is declining. Based on the detailed analysis of the internal and external environment of the rural credit cooperatives in Langfang suburbs, the distribution of the number of network personnel in the credit cooperatives is not consistent with the types of business, and the workload of the network personnel is not proportional to the income. Network staff age distribution uneven, storekeeper and do business, the lack of lobby service staff problems were analyzed. This situation is mainly caused by the outdated concept of human resources, which cannot keep pace with the development of the market, the introduction of new employees is not enough to make up for the vacancy of retirees, and the phenomenon of overpopulation is serious. Existing staff can not fully mobilize the enthusiasm of work, suburban staff do not want to work in the difficult suburbs. Finally, under the existing condition of human resource management, according to the principle of taking personnel as the standard, taking the post as the standard and taking the two-way selection as the standard, the author rearranges the temporary counter personnel of the rural credit cooperatives in Langfang suburbs more scientifically and reasonably. The corresponding countermeasures and suggestions are put forward.
【學(xué)位授予單位】：河北大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2016
【分類號】：F832.35;F272.92
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本文編號：1934933