人力资本治理-培植银行人力资本治理的题目及对策（国外英文资料）.docVIP

人力资源管理-建设银行人力资源管理的问题及对策（国外英文资料） [abstract] respect people, care people, inspire people, make the persons potential, and wisdom to the greatest degree of play to become the core of modern enterprise management, human resource management in this paper, the current CCB in makes a brief analysis of existing problems, and puts forward the corresponding solutions. [key words] the human resource incentive mechanism is flowing First, construction bank human resource management status quo In recent years, CCB has been committed to improving human resource management and introducing a new human resource management mechanism. In order to realize the construction bank development strategy, enhance core competitiveness as a starting point, actively explore position can, on the income can be increased, people can enter the incentive constraints mechanism, has been working hard to realize the construction bank enterprise value maximization and the unity of individual value maximization. But in the construction banks human resources management still exist many problems, these problems seriously affect the smooth running of the CCBs daily work, the main problems are: A lot of brain drain. There is a saying in commercial Banks that the big four state Banks are our free training institutions. It is possible to hear that a large number of the big four state-owned Banks are flowing into commercial Banks. The loss of talents came to the state-owned commercial bank to apply for a job, just to keep yourself in cannot find a better employment opportunity to leave their escape route. So what are the main causes of brain drain? The root cause is the low legal income of employees of state-owned Banks. The human resource allocation is not reasonable. Although the construction bank has been working hard to provide the biggest development space for employees, but havent really set up perfect internal staff flow mechanism, scientific and reasonable. First of all, the construction bank on the one