工商管理人力资源-国有商业银行人力资源管理策略研究—以中国工商银行为例16.11.docxVIP

摘 要 随着中国全面改革开放的深入,中国国有商业银行业面临从未有过的机遇和挑战. 人力资源管理已经成为银行战略管理的重要组成部分，银行间的竞争说到底是人才的竞争，股份制商业银行和外资银行的激烈竞争,也对国有银行的人力资源管理提出了更高的要求。伴随中国农业银行股份制改造的基本完成，我国国有商业银行股份制改革完成了收官之战，全面实现了向现代商业银行的转型。然而从整体上讲，国有商业银行的内在经营机制仍处在转型之中，特别是在人力资源管理方面，不论是观念上，还是在实际操作中，都还处于传统方式之中。为了构建有效的人力资源激励约束机制,改善银行治理结构,有效提升人力资源管理水准,中国工商银行亟须构建一个职务、人员、收入可伸缩调整，员工与银行共同发展的开放式市场经济下的人力资源管理体系。 本论文首先对国有商业银行人力资源管理现状及问题展开研究，现状主要集中在从薪酬的分配，人员的配置，内部控制，考核机制，晋升制度，培训体系等人力资源要素方面展开论述，并针对现状提出相关的问题，然后重点针对中国工商银行的人力资源管理体系进行案例分析研究，提出合理配置国有商业银行人力资源，实现人岗匹配、人事相宜，达到效最大化，实现银行的经营目标。最后给出对国有商业银行人力资源管理的对策和建议。 关键词：银行间的竞争；商业银行改革；人力资源管理 Abstract With the deepening of Chinas comprehensive reform and opening up, Chinas state-owned commercial banking industry has never had the opportunity and challenge.Human resources management has become an important part of bank strategic management, inter-bank competition in the end is the talent competition, joint-stock business Banks and foreign banks in the fierce competition, but also on the state-owned banks human resources management put forward higher requirements. With the completion of the shareholding system reform of the Agricultural Bank of China, the shareholding system reform of the state-owned commercial banks in China has completed the war of ending and ending the transition to the modern commercial banks. However, on the whole, the internal business mechanism of state-owned commercial banks is still in transition, especially in human resources management, whether it is conceptual, or in practice, are still in the traditional way. In order to construct an effective incentive mechanism of human resources and improve the structure of bank governance and effectively improve the level of human resource management, ICBC urgently needs to build an open market economy with a position, personnel, income retractable adjustment, and employees and banks develop together Human Resource Management System.This paper first studies the status quo and problems of human resource managemen