本文選題：SE-DEA + 股份制商業(yè)銀行　； 參考：《太原理工大學(xué)》2014年碩士論文

【摘要】：我國(guó)銀行業(yè)發(fā)展速度不斷加快,規(guī)模不斷壯大,國(guó)際影響力越來(lái)越大,但同時(shí)也面臨諸多風(fēng)險(xiǎn)和挑戰(zhàn),諸如外資銀行的引進(jìn)、民營(yíng)銀行市場(chǎng)準(zhǔn)入政策的放寬、金融體制改革的推進(jìn)、利率市場(chǎng)化的不斷加劇、傳統(tǒng)盈利模式的轉(zhuǎn)變等諸多因素都將促使未來(lái)金融行業(yè)尤其是銀行業(yè)國(guó)際國(guó)內(nèi)市場(chǎng)競(jìng)爭(zhēng)激烈化程度不斷加深。銀行金融機(jī)構(gòu)必須針對(duì)以上諸多風(fēng)險(xiǎn)和挑戰(zhàn)在業(yè)務(wù)結(jié)構(gòu)、資源配置以及區(qū)域布局等方面做出相應(yīng)的戰(zhàn)略性調(diào)整,而人力資源的優(yōu)化配置對(duì)其在競(jìng)爭(zhēng)中取得優(yōu)勢(shì)地位具有重要作用。股份制商業(yè)銀行是我國(guó)商業(yè)銀行體系的重要組成部分,具有其獨(dú)特的競(jìng)爭(zhēng)力和創(chuàng)新力。股份制商業(yè)銀行人力資源配置的優(yōu)化研究關(guān)系到人力資源管理體系的不斷發(fā)展豐富,關(guān)系到我國(guó)銀行業(yè)的整體發(fā)展水平,是理論和實(shí)踐的雙重要求。 本文從人力資源配置效率的微觀角度出發(fā),以我國(guó)20家股份制商業(yè)銀行為研究樣本,在對(duì)我國(guó)股份制商業(yè)銀行人力資源配置現(xiàn)狀及相關(guān)問(wèn)題深入分析的基礎(chǔ)之上,運(yùn)用系統(tǒng)分析方法構(gòu)建人力資源配置效率評(píng)價(jià)指標(biāo)體系,并采用SE-DEA模型對(duì)我國(guó)股份制商業(yè)銀行2008-2012年的人力資源配置效率進(jìn)行評(píng)價(jià)研究。并通過(guò)EMS軟件對(duì)相關(guān)數(shù)據(jù)進(jìn)行處理,得出各銀行的人力資源配置超效率值并進(jìn)行比較排序,同時(shí)進(jìn)一步對(duì)松弛變量的冗余、產(chǎn)出不足不足以及相關(guān)性進(jìn)行分析,從而找出制約我國(guó)股份制商業(yè)銀行人力資源配置效率水平提高的瓶頸因素并提出對(duì)策建議。 主要結(jié)論：從總體上來(lái)我國(guó)股份制商業(yè)銀行人力資源配置效率趨于穩(wěn)定,基本實(shí)現(xiàn)有效且逐年有所提升,但不同銀行間效率值差異較大,國(guó)有股份制商業(yè)銀行效率水平明顯低于全國(guó)性股份制商業(yè)銀行和城市商業(yè)銀行,其人力資源效率水平亟待提升；從人力資源的投入來(lái)看,人力資源流動(dòng)率冗余度最高,表明股份制商業(yè)銀行人力資源流動(dòng)率過(guò)高；平均年齡冗余度最低,體現(xiàn)出大多數(shù)銀行的人力資源年齡結(jié)構(gòu)普遍實(shí)現(xiàn)合理有效地配置,從業(yè)人員年齡結(jié)構(gòu)趨于年輕化；從人力資源的產(chǎn)出來(lái)看,代表盈利能力的總資產(chǎn)收益率和凈息差這兩項(xiàng)指標(biāo)產(chǎn)出不足率最高,反映我國(guó)股份制商業(yè)銀行盈利能力尚未得到充分發(fā)揮；代表銀行成長(zhǎng)能力的總資產(chǎn)增長(zhǎng)率和凈利潤(rùn)增長(zhǎng)率這兩項(xiàng)指標(biāo)產(chǎn)出不足率最低,反映我國(guó)股份制商業(yè)銀行總體經(jīng)營(yíng)情況較好,發(fā)展速度不斷加快,規(guī)模不斷壯大,有較大發(fā)展?jié)摿�；與盈利能力相比,股份制商業(yè)銀行人力資源的配置效率與其成長(zhǎng)能力具有更高的相關(guān)性。 本文的創(chuàng)新之處：系統(tǒng)分析我國(guó)股份制商業(yè)銀行人力資源配置的現(xiàn)狀和存在的相關(guān)問(wèn)題；作為人力資源配置效率優(yōu)化的核心平臺(tái)和前提基礎(chǔ),本文初步探討我國(guó)股份制商業(yè)銀行人力資源配置效率的評(píng)價(jià)方法；建立我國(guó)股份制商業(yè)銀行人力資源配置效率評(píng)價(jià)指標(biāo)體系,為人力資源的優(yōu)化配置奠定基礎(chǔ)；實(shí)證得出銀行人力資源配置效率水平對(duì)其成長(zhǎng)能力極度相關(guān),具有現(xiàn)實(shí)參考意義。
[Abstract]:The development speed of China's banking industry is accelerating, the scale is growing and the international influence is increasing, but at the same time, there are many risks and challenges, such as the introduction of foreign banks, the liberalization of the market access policy of private banks, the promotion of the reform of the financial system, the intensification of the interest rate marketization, the transformation of the traditional profit model and so on. The degree of fierce competition in the international and domestic market of the financial industry, especially the banking industry, will be deepened. The bank financial institutions must make the corresponding strategic adjustments in the aspects of the business structure, the allocation of resources and the layout of the region, and the optimal allocation of human resources will make them better in the competition. The position of the shareholding commercial bank is an important part of the commercial bank system in China. It has its unique competitiveness and creativity. The optimization of the human resource allocation of the joint-stock commercial banks is related to the continuous development of the human resource management system and the overall development level of the banking industry in China. The dual requirements of theory and practice.
From the micro angle of human resource allocation efficiency, this paper takes 20 shareholding commercial banks in China as the research sample, and based on the in-depth analysis of the current situation of human resource allocation and related problems in China's joint-stock commercial banks, and uses the system analysis method to construct the evaluation index system of human resource allocation efficiency, and adopts the SE-DEA model. To evaluate the efficiency of human resource allocation for 2008-2012 years in China's joint-stock commercial banks, and to process the related data through EMS software, to get the super efficiency value of the allocation of human resources in each bank and to make a comparison, and further analyze the redundancy of the relaxed variables, the insufficiency of the output and the correlation. Find out the bottleneck factors that restrict the improvement of human resource allocation efficiency of China's joint-stock commercial banks, and put forward countermeasures and suggestions.
The main conclusions are: in general, the efficiency of human resource allocation in China's joint-stock commercial banks tends to be stable, the basic realization is effective, and the efficiency of different banks varies greatly. The efficiency level of the state-owned joint-stock commercial banks is obviously lower than that of the national joint-stock commercial banks and the city commercial banks. From the input of human resources, the redundancy of human resource flow rate is the highest, which indicates that the flow rate of human resources in the joint-stock commercial banks is too high; the average age redundancy is the lowest, which shows that the age structure of human resources in most banks generally realizes rational and effective allocation, and the age structure of the employees tends to be younger. In terms of the output of human resources, the two indicators of gross asset yield and net interest rate, which represent profitability, have the highest output insufficiency, reflecting that the profitability of China's joint-stock commercial banks has not been fully exploited; the two indicators of total asset growth and net profit growth, representing the growth capacity of the bank, are the lowest. It reflects that the overall operation of the joint-stock commercial banks in China is better, the speed of development is accelerating, the scale is growing, and there is a great potential for development. Compared with the profitability, the allocation efficiency of the human resources of the joint-stock commercial banks has a higher correlation with their growth ability.
The innovation of this paper is: a systematic analysis of the current situation and existing problems of human resource allocation in China's joint-stock commercial banks. As the core platform and precondition of the optimization of human resource allocation efficiency, this paper preliminarily discusses the evaluation method of the efficiency of human resource allocation in China's joint-stock commercial banks, and establishes the joint-stock business in China. The evaluation index system of bank human resources allocation efficiency lays the foundation for the optimal allocation of human resources. The empirical results show that the efficiency level of bank human resource allocation is extremely related to its growth ability, which has practical reference significance.
【學(xué)位授予單位】：太原理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類(lèi)號(hào)】：F832.33

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