甲银行黑龙江分行人力资源的优化配置
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摘要
甲银行成立于上个世纪五十年代初期,是中国历史最悠久的商业银行之一。作为中国第一批股份制改革试点的国有商业银行,甲银行先后在香港联合交易所和上海证券交易所A股市场成功上市,目前已经成为国内服务质量最好、盈利能力最强、最具市场竞争能力和风险控制能力的商业银行之一。黑龙江省分行作为甲银行下辖的省一级分行,目前所辖的营业网点覆盖了全省13个经济行政区域。近年来,该行始终坚持“以客服为中心”的经营理念,坚持依法合规经营,积极推进战略转型和服务创新,努力提高风险控制水平和价值创造能力,力争为客户提供最佳服务。
随着近年来国有企业改革和该行股改上市,经营业绩有了明显提高,风险防范能力进一步增强,价值创造能力发展潜力巨大。伴随着企业的快速发展,随之对人力资源管理也提出了更高的要求,而现阶段人力资源管理最主要的难题是用工总量的高位运行与实际有效用工人员不足之间的矛盾很难有效解决。因为受总行对黑龙江分行用工总量指标的限制,现阶段很难实现大规模增配用工指标来解决这一问题,因此,本课题将研究的重点放在如何有效盘活现有人力资源,通过对下辖机构的功能定位进行分析,进而实现提高人力资源配置和机构的用工匹配的有效性和合理性,以达到解决有效用工不足的目的。
A bank established in the early twentieth century, is the oldest commercial banks. As the first joint-stock reform of state-owned commercial banks, a bank has in the Hong Kong Stock Exchange and Shanghai Stock Exchange share market listing is successful; the current quality of service has become the best and most profitable, most competitive market and risk control ability of the commercial banks. A bank branch in Heilongjiang Province as a branch under the jurisdiction of the provincial level, the current business outlets covered under the jurisdiction of the province's 13 administrative regions of the economy. In recent years, the bank has always adhered to the "customer-centric" business philosophy, adhere to the law compliance management, and actively promote the strategic transformation and service innovation, and strive to improve the level of risk control and value creation capabilities, and strive to provide the best customer service.
With the recent reform of state-owned enterprises and the bank stocks were listed, with significantly improved operating performance, risk prevention was further enhanced ability to create value and huge development potential. With the rapid development of enterprises, followed by human resources management has put forward higher requirements, and the first phase of human resources management major problem is the high amount of labor and the real effective running conflict between a shortage of labor is difficult to effective solution. Because of employment by the head office of the Heilongjiang Branch of the restrictions of aggregates at this stage is difficult to achieve with large-scale employment index increased to address this issue, therefore, the focus of this project will study on how to effectively make an inventory of existing human resources through the institutions under the jurisdiction of the Function of the analysis, thus achieving improved allocation of human resources and institutional effectiveness and rationality of employment matching to achieve the purpose of solving the effective labor shortage.
随着近年来国有企业改革和该行股改上市,经营业绩有了明显提高,风险防范能力进一步增强,价值创造能力发展潜力巨大。伴随着企业的快速发展,随之对人力资源管理也提出了更高的要求,而现阶段人力资源管理最主要的难题是用工总量的高位运行与实际有效用工人员不足之间的矛盾很难有效解决。因为受总行对黑龙江分行用工总量指标的限制,现阶段很难实现大规模增配用工指标来解决这一问题,因此,本课题将研究的重点放在如何有效盘活现有人力资源,通过对下辖机构的功能定位进行分析,进而实现提高人力资源配置和机构的用工匹配的有效性和合理性,以达到解决有效用工不足的目的。
A bank established in the early twentieth century, is the oldest commercial banks. As the first joint-stock reform of state-owned commercial banks, a bank has in the Hong Kong Stock Exchange and Shanghai Stock Exchange share market listing is successful; the current quality of service has become the best and most profitable, most competitive market and risk control ability of the commercial banks. A bank branch in Heilongjiang Province as a branch under the jurisdiction of the provincial level, the current business outlets covered under the jurisdiction of the province's 13 administrative regions of the economy. In recent years, the bank has always adhered to the "customer-centric" business philosophy, adhere to the law compliance management, and actively promote the strategic transformation and service innovation, and strive to improve the level of risk control and value creation capabilities, and strive to provide the best customer service.
With the recent reform of state-owned enterprises and the bank stocks were listed, with significantly improved operating performance, risk prevention was further enhanced ability to create value and huge development potential. With the rapid development of enterprises, followed by human resources management has put forward higher requirements, and the first phase of human resources management major problem is the high amount of labor and the real effective running conflict between a shortage of labor is difficult to effective solution. Because of employment by the head office of the Heilongjiang Branch of the restrictions of aggregates at this stage is difficult to achieve with large-scale employment index increased to address this issue, therefore, the focus of this project will study on how to effectively make an inventory of existing human resources through the institutions under the jurisdiction of the Function of the analysis, thus achieving improved allocation of human resources and institutional effectiveness and rationality of employment matching to achieve the purpose of solving the effective labor shortage.
引文
①姜玉波,齐连沈.浅谈企业岗位管理中的人岗匹配问题[J].黑龙江科技信息,2009(30),111.
②廖泉文.人力资源发展系统[M].山东人民出版社,2000,49.
①袁有明.人力资源管理中的人岗匹配问题[J].市场周刊·理论研究,2008(9),140-142.
②田丽芳.浅谈企业人力资源管理[J].经济师,2010(12),234-235.
①穆林.我国商业银行人力资源配置与服务质量关系研究[D].暨南大学,2008,3-4.
①徐桂华.国有商业银行人力资源及其管理现状的再认识[J].技术经济与管理研究,2010(6),145-148.
①符辉.国有商业银行人力资源管理初探[J].中山大学学报论丛,2005,25(5),296.
②金奕敏,夏虹.开放背景下我国商业银行人力资源管理的问题及对策[J].技术与市场,2010,17(3),38-39.
③高慧.我国国有商业银行人力资源管理问题分析[J].财经界,2010,23.
④王洪波.加强国有商业银行人力资源管理[J].西部论丛,2010(5),70-71.
①杨伟华.国有商业银行人力资源管理问题分析及建议[J].企业导报,2010(5),5.
①卢少华,袁珍珍.BP神经网络在人岗匹配度测算中的应用[J].武汉理工大学学报,2010,32(3),515-517.
①张珺珺.岗位管理中的人岗匹配研究[D].河海大学,2006,31-33.
①黄辉,王玉芝.试议商业银行的机构设置与管理[J].金融理论与实践,2001,48-49.
①中国建设银行.中国建设银行城市分支机构扁平化管理改革指导意见[J].2006.
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②王均计.国有商业银行人力资源管理机制改革探讨[J].金融论苑,2006,4.
①袁有明.人力资源管理中的人岗匹配问题[J].市场周刊,2008,141.
①杨洁玉.浅谈商业银行人力资源管理存在的问题及对策[J].企业管理,2010,51.
②姚鹏.我国国有商业银行人力资源管理的现状及对策分析[J].经管空间,2010,23.
③董雪梅,徐文辉,左晓慧.试论建设银行人力资源的管理与开发[J].经济问题,2002(12),68-70.
①曾卫,浅谈商业银行机构网点的优化设置[J].现代金融,2000(11),16-17.
①许洋.我国国有商业银行人力资源管理改革中的难点及对策[J].金融理论与实践,2010(7),77-79.
②廖良超,汪漾.金融危机下国内商业银行人力资源管理的缺陷和对策[J].现代人才,2009(1),17-19.
①林力.关于我国商业银行人力资源管理实践性问题的探析[J].生产力研究,2009(7),43-45.
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[4]田丽芳.浅谈企业人力资源管理[J].经济师.2010(12):234-235.
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[7]金奕敏,夏虹.开放背景下我国商业银行人力资源管理的问题及对策[J].技术与市场.2010,17(3):38-39.
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[10]杨伟华.国有商业银行人力资源管理问题分析及建议[J].企业导报.2010,5.
[11]卢少华,袁珍珍.BP神经网络在人岗匹配度测算中的应用[J].武汉理工大学学报.2010,32(3):515-517.
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[13]中国建设银行.中国建设银行城市分支机构扁平化管理改革指导意见[J].2006.
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②廖泉文.人力资源发展系统[M].山东人民出版社,2000,49.
①袁有明.人力资源管理中的人岗匹配问题[J].市场周刊·理论研究,2008(9),140-142.
②田丽芳.浅谈企业人力资源管理[J].经济师,2010(12),234-235.
①穆林.我国商业银行人力资源配置与服务质量关系研究[D].暨南大学,2008,3-4.
①徐桂华.国有商业银行人力资源及其管理现状的再认识[J].技术经济与管理研究,2010(6),145-148.
①符辉.国有商业银行人力资源管理初探[J].中山大学学报论丛,2005,25(5),296.
②金奕敏,夏虹.开放背景下我国商业银行人力资源管理的问题及对策[J].技术与市场,2010,17(3),38-39.
③高慧.我国国有商业银行人力资源管理问题分析[J].财经界,2010,23.
④王洪波.加强国有商业银行人力资源管理[J].西部论丛,2010(5),70-71.
①杨伟华.国有商业银行人力资源管理问题分析及建议[J].企业导报,2010(5),5.
①卢少华,袁珍珍.BP神经网络在人岗匹配度测算中的应用[J].武汉理工大学学报,2010,32(3),515-517.
①张珺珺.岗位管理中的人岗匹配研究[D].河海大学,2006,31-33.
①黄辉,王玉芝.试议商业银行的机构设置与管理[J].金融理论与实践,2001,48-49.
①中国建设银行.中国建设银行城市分支机构扁平化管理改革指导意见[J].2006.
①董雪梅,徐文辉,左晓慧.试论建设银行人力资源的管理与开发[J].经济问题,2002(12),68-70.
②王均计.国有商业银行人力资源管理机制改革探讨[J].金融论苑,2006,4.
①袁有明.人力资源管理中的人岗匹配问题[J].市场周刊,2008,141.
①杨洁玉.浅谈商业银行人力资源管理存在的问题及对策[J].企业管理,2010,51.
②姚鹏.我国国有商业银行人力资源管理的现状及对策分析[J].经管空间,2010,23.
③董雪梅,徐文辉,左晓慧.试论建设银行人力资源的管理与开发[J].经济问题,2002(12),68-70.
①曾卫,浅谈商业银行机构网点的优化设置[J].现代金融,2000(11),16-17.
①许洋.我国国有商业银行人力资源管理改革中的难点及对策[J].金融理论与实践,2010(7),77-79.
②廖良超,汪漾.金融危机下国内商业银行人力资源管理的缺陷和对策[J].现代人才,2009(1),17-19.
①林力.关于我国商业银行人力资源管理实践性问题的探析[J].生产力研究,2009(7),43-45.
[1]姜玉波,齐连沈.浅谈企业岗位管理中的人岗匹配问题[J].黑龙江科技信息.2009(30):111.
[2]廖泉文.人力资源发展系统[M].山东人民出版社.2000:49.
[3]袁有明.人力资源管理中的人岗匹配问题[J].市场周刊——理论研究.2008(9):140-142.
[4]田丽芳.浅谈企业人力资源管理[J].经济师.2010(12):234-235.
[5]穆林.我国商业银行人力资源配置与服务质量关系研究[D] .暨南大学.2008.3-4.
[6]徐桂华.国有商业银行人力资源及其管理现状的再认识[J].技术经济与管理研究.2010(6):145-148.
[7]金奕敏,夏虹.开放背景下我国商业银行人力资源管理的问题及对策[J].技术与市场.2010,17(3):38-39.
[8]高慧.我国国有商业银行人力资源管理问题分析[J].财经界.2010,23.
[9]王洪波.加强国有商业银行人力资源管理[J].西部论丛.2010(5):70-71.
[10]杨伟华.国有商业银行人力资源管理问题分析及建议[J].企业导报.2010,5.
[11]卢少华,袁珍珍.BP神经网络在人岗匹配度测算中的应用[J].武汉理工大学学报.2010,32(3):515-517.
[12]张珺珺.岗位管理中的人岗匹配研究[D].河海大学.2006,31-33.
[13]中国建设银行.中国建设银行城市分支机构扁平化管理改革指导意见[J].2006.
[14]董雪梅,徐文辉,左晓慧.试论建设银行人力资源的管理与开发[J].经济问题.2002,12:68-70.
[15]王均计.国有商业银行人力资源管理机制改革探讨[J].金融论苑.2006,4.
[16]袁有明.人力资源管理中的人岗匹配问题[J].市场周刊.2008,141.
[17]连太平.中国商业银行薪酬激励机制及效率增进[J].广东金融学院学报.2008,23(3):71-77.
[18]王经洲.大型国有商业银行激励约束机制变革思考[J].经济师.2009,7:254.
[19]周素彦.国有商业银行激励约束机制改革初探[J].金融教学与研究.2004,1:18-20.
[20]金永红,奚玉芹.中国建设银行人力资源管理体制的变革与启示[J].上海金融.2005,6:54-56.
[21]杨洁玉.浅谈商业银行人力资源管理存在的问题及对策[J].企业管理.2010,51.
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