發(fā)布時間：2018-01-11 22:33

  本文關(guān)鍵詞：安徽NL農(nóng)村商業(yè)銀行員工激勵措施研究　出處：《安徽大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

  更多相關(guān)文章： 安徽NL農(nóng)商行 員工激勵 措施優(yōu)化

【摘要】：隨著社會主義市場經(jīng)濟改革的不斷深化,中國金融市場的快速發(fā)展,國內(nèi)金融業(yè)也逐步向農(nóng)村推進,商業(yè)銀行在農(nóng)村的設(shè)立與發(fā)展,為農(nóng)村經(jīng)濟的發(fā)展帶來了大量資金的支持,注入了新的活力。農(nóng)村商業(yè)銀行和一般的金融機構(gòu)不同,是以立足縣域經(jīng)濟,服務(wù)新型城鎮(zhèn)化建設(shè)、服務(wù)"三農(nóng)"和中小微企業(yè)為主的地方性金融機構(gòu),以鞏固和提高在全縣金融機構(gòu)中的市場份額為目標(biāo),全面挖掘潛在資源,確保各項存款穩(wěn)定增長,夯實業(yè)務(wù)發(fā)展基礎(chǔ)。農(nóng)商行的員工基本分布在基層一線,長期繁雜的工作讓員工身心疲憊,優(yōu)化激勵措施有利于消除員工的負面情緒,引導(dǎo)員工建立健康良好的心態(tài),更加主動的為銀行服務(wù)。農(nóng)商行只有更加關(guān)注員工的發(fā)展需要,幫助員工更好的實現(xiàn)自我價值,才能更好實現(xiàn)銀行自身的發(fā)展愿景。在現(xiàn)有階段,有效優(yōu)化激勵措施,滿足員工的各方面需求,能夠提高員工的忠誠,增強銀行的凝聚力,讓人力資源的效用更好的契合銀行的發(fā)展需要。有效的激勵能夠讓員工更加投入的完成工作,認同銀行的發(fā)展目標(biāo),將自身的發(fā)展與銀行的發(fā)展緊密相連。安徽NL農(nóng)商行自成立以來,積極做好每年乃至每一階段的人才引進規(guī)劃,夯實高素質(zhì)人才隊伍,強化內(nèi)部自主學(xué)習(xí),構(gòu)建競爭氛圍,優(yōu)化員工結(jié)構(gòu),穩(wěn)固提升員工專業(yè)性水平。但是該行在優(yōu)化員工隊伍結(jié)構(gòu),加強員工隊伍建設(shè)方面還有不完善的地方。一方面?zhèn)鹘y(tǒng)的專業(yè)人員在現(xiàn)有員工結(jié)構(gòu)中占比較多,缺乏高新技術(shù)人才,金融中高端專業(yè)人才尤為缺乏。在業(yè)務(wù)管理中,崗位匹配管理等未有效配置,不能充分激發(fā)員工的積極性和責(zé)任感。另一方面,員工激勵措施有待改進,比如薪酬激勵程度不高,管理理念較為傳統(tǒng),沒有形成能者上庸者下的激勵辦法,不能很好運用員工績效考核等手段,如此種種,阻礙著該行充分發(fā)揮人力資源服務(wù)銀行發(fā)展的作用。本文就是基于農(nóng)商行發(fā)展的現(xiàn)實狀況,研究安徽NL農(nóng)商行員工激勵措施優(yōu)化建議,努力針對現(xiàn)有激勵措施存在的問題和不足,探索適合安徽NL農(nóng)商行發(fā)展的員工激勵措施,有力挖掘和調(diào)動員工工作的內(nèi)在動力,實現(xiàn)個人與銀行發(fā)展的雙贏。本文首先對國內(nèi)外激勵的相關(guān)理論進行了梳理。就員工激勵的概念、不同類別、作用作說明,介紹當(dāng)前主要激勵理論成果。其次簡要介紹安徽NL農(nóng)村商業(yè)銀行基本情況,梳理分析該行現(xiàn)有的激勵措施,通過走訪座談了解員工激勵現(xiàn)狀的滿意度與需求,通過數(shù)據(jù)分析尋找安徽NL農(nóng)商行激勵措施實施中的主要問題。在此基礎(chǔ)上,明確安徽NL農(nóng)商行激勵措施優(yōu)化的原則和總體思路,從完善薪酬激勵體系、優(yōu)化行政激勵方式、合理運用精神激勵措施、促進激勵措施的有效融合四個角度提出優(yōu)化激勵措施的建議,促進企業(yè)的健康有序發(fā)展。
[Abstract]:With the continuous deepening of the reform of the socialist market economy, the rapid development of China financial markets, domestic financial industry also gradually to promote the rural commercial bank, in the establishment and development of rural area, bringing a lot of money to support the development of the rural economy, has injected new vitality. Different rural commercial banks and financial institutions in general, based on the county economy, service new urbanization, local financial institutions to serve the "three rural" and small and micro enterprises, in order to consolidate and improve the county financial institutions in the market share as the goal, fully tap the potential of resources, to ensure the steady growth in deposits, consolidate the basis for business development. The bank's employees basic distribution in the basic line, long and complicated work for employees mental and physical exhaustion, optimizing incentive measures conducive to the elimination of the negative emotions of employees, guide the staff to establish good health attitude, more main The bank service. Only need to pay more attention to agricultural firms and the development of employees, help employees realize self value better, can better achieve the development vision of the banks themselves. At the current stage, optimization of effective incentive measures, to meet the needs of employees, to improve employee loyalty, enhance the bank's cohesion, to fit the development the bank is better effect of human resources needs. Effective incentive to let employees work harder, identity development objective of the bank, the development and the development of the bank itself closely. Anhui NL rural commercial bank since its inception, actively planning the introduction of each and every stage of talent, strengthening talents, to strengthen the internal construction of autonomous learning, competition atmosphere, optimize the staff structure, enhance the professional level of firm employees. But the optimization structure of staff, strengthen the staff team Wu construction are not perfect place. On the one hand the traditional professionals accounted for more in the existing staff structure, the lack of high-tech talent, high-end financial professionals. Especially in business management, management of post matching without the effective configuration, can not fully stimulate their enthusiasm and sense of responsibility. On the other hand, incentives need to be improved, such as the salary level is not high, the traditional management concept is not formed, capable Yongzhe incentives, not very good use of the staff performance appraisal means, so, hindering the development of human resources and give full play to the role of bank service. This paper is the reality of agricultural development. Based on the research of incentive measures and suggestions to optimize the Anhui NL rural commercial bank staff, according to the existing incentive measures to the problems and shortcomings, suitable for Anhui NL commercial bank development. The incentive measures, internal power powerful mining and mobilize the staff work, and achieve a win-win development of the individual and the bank. Firstly, theory of motivation at home and abroad carried out. The concept of employee motivation, different categories, as illustrated, mainly introduces the current incentive theory result. Secondly this paper briefly introduces the basic situation of Anhui rural NL the commercial bank, the Bank of the existing incentive measures combing through interview about satisfaction and needs of employee incentive status, through the analysis of the data for Anhui agricultural firms NL main problems in the implementation of incentive measures. On this basis, clear NL Anhui agricultural firm incentive measures to optimize the general ideas and principles, from improving the salary incentive system optimize the administrative incentives, rational use of spiritual incentive measures, to promote the four aspects of effective integration of incentives incentives optimization suggestions, promote enterprises The healthy and orderly development of the industry.

【學(xué)位授予單位】：安徽大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92;F832.35

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本文編號：1411546