【摘要】：人力資源是我國現(xiàn)代商業(yè)銀行最寶貴的資源,形成這種結(jié)論的主要原因是現(xiàn)代社會通過大數(shù)據(jù)及信息技術(shù)、網(wǎng)絡(luò)技術(shù)等渠道的廣泛運用,使員工掌握知識和較好利用知識的能力成為商業(yè)銀行的核心競爭力,取代了體力和基本技能在商業(yè)銀行經(jīng)營中的地位。而對于股份制銀行來說,其較之國有商業(yè)銀行最大的優(yōu)勢也是通過引進(jìn)合理的激勵機(jī)制,更充分的發(fā)揮人在銀行經(jīng)營中的創(chuàng)造性、主動性,從而彌補了因核心資本較少、網(wǎng)點布局分散等天然的劣勢,在我國現(xiàn)代金融體系中占有重要的地位。華夏銀行合肥分行作為華夏銀行在全國布局的第三十家一級分行,2010年建行以來發(fā)展穩(wěn)健,為合肥乃至安徽經(jīng)濟(jì)的快速健康發(fā)展,為安徽省金融體系健康運行貢獻(xiàn)了一份力量�；仡�6年多來的發(fā)展歷程,發(fā)現(xiàn)只有不斷完善科學(xué)有效的員工激勵機(jī)制,并輔以一定的保障措施加以落實,才能夠起到調(diào)動大多數(shù)員工的工作積極性,才能推動整個分行的發(fā)展;反之,則在激烈的同業(yè)競爭中處于劣勢。本文通過消化吸收部分主流激勵理論,分析其中的激勵機(jī)制模型,結(jié)合個人工作實踐,對我國90年代中期開始興起并發(fā)展的股份制商業(yè)銀行的員工激勵機(jī)制進(jìn)行了研究,并以華夏銀行合肥分行為研究樣本,分析其面臨的內(nèi)外部各種環(huán)境,展示其激勵現(xiàn)狀并針對現(xiàn)狀存在的主要問題,進(jìn)行了較為深入的剖析,最終設(shè)計了一套以物質(zhì)激勵、精神激勵及全面薪酬激勵為主要內(nèi)容的激勵機(jī)制。本文共分為五章,第一章為緒論,闡述選題背景及意義、研究內(nèi)容,研究的思路方法及可能存在的創(chuàng)新點;第二章闡明現(xiàn)代企業(yè)員工激勵的基本理論,主要包括馬斯洛的"需要層次論"、赫茲伯格的"雙因素理論"、亞當(dāng)斯的"公平理論"、弗魯姆的"期望理論";第三章說明華夏銀行合肥分行面臨的內(nèi)外部主要環(huán)境及激勵現(xiàn)狀,指出蘊含其中的主要問題及產(chǎn)生問題的主要原因,提出如何構(gòu)建科學(xué)有效的員工激勵機(jī)制;第四章設(shè)計適合華夏銀行合肥分行的員工激勵機(jī)制,;第五章介紹華夏銀行合肥分行激勵機(jī)制執(zhí)行的保障措施;第六章為結(jié)論與評價,總結(jié)論文的主要內(nèi)容、主要論點,并提出需要進(jìn)一步研究的問題和論文的不足之處。
[Abstract]:Human resource is the most precious resource of modern commercial banks in our country. The main reason for forming this conclusion is the extensive application of modern society through big data, information technology, network technology, and so on. The ability of employees to master knowledge and make better use of knowledge becomes the core competitiveness of commercial banks and replaces the position of physical strength and basic skills in the operation of commercial banks. And for the joint-stock banks, the biggest advantage over the state-owned commercial banks is also through the introduction of a reasonable incentive mechanism to give full play to the creativity and initiative of the people in the operation of the bank, so as to make up for the lack of core capital. Dot distribution and other natural disadvantages, in the modern financial system in China occupies an important position. As the thirtieth first-class branch of Huaxia Bank in China, Hefei Branch of Huaxia Bank has developed steadily since 2010, which has contributed to the rapid and healthy development of Hefei and even Anhui economy and the healthy operation of the financial system in Anhui Province. Looking back on the development of more than six years, it is found that only by constantly improving the scientific and effective staff incentive mechanism and implementing it with certain safeguard measures can the majority of employees be motivated to work. In order to promote the development of the entire branch; On the other hand, they are at a disadvantage in the fierce competition. Through digestion and absorption of part of the mainstream incentive theory, this paper analyzes the incentive mechanism model, combining with personal work practice, studies the employee incentive mechanism of joint-stock commercial banks which began to rise and develop in the mid-1990s of our country. Taking Hefei Branch of Huaxia Bank as a research sample, this paper analyzes the internal and external environment it faces, shows the current situation of incentive, and analyzes the main problems existing in the present situation, and finally designs a set of material incentives. Spiritual incentive and overall salary incentive as the main content of the incentive mechanism. This paper is divided into five chapters, the first chapter is the introduction, the background and significance of the topic, research content, research ideas and methods and possible innovation; The second chapter clarifies the basic theories of employee motivation in modern enterprises, including Maslow's "hierarchy of needs", Herzberg's "two-factor Theory", Adams'"Fair Theory" and Freum's "expectation Theory". The third chapter explains the main internal and external environment and incentive situation of Hefei Branch of Huaxia Bank, points out the main problems contained therein and the main reasons for the problems, and puts forward how to construct a scientific and effective staff incentive mechanism. The fourth chapter designs the employee incentive mechanism suitable for the Hefei Branch of Huaxia Bank, and the fifth chapter introduces the guarantee measures of the implementation of the incentive mechanism of the Hefei Branch of Huaxia Bank; The sixth chapter is the conclusion and evaluation, summarizes the main contents and main points of the paper, and puts forward the problems that need to be further studied and the shortcomings of the thesis.
【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】：F832.33

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