国有商业银行人力资源管理的问题及其对策.doc

摘 要 面对国内竞争主体的增加和加入WTO后对外资银行业务经营限制的取消，国有银行面临着前所未有的严峻挑战。如何应对挑战，提高竞争力？国有银行应该树立人才制胜的观念，将“人力资源是第一资源”的思想应用到银行业中，制定银行发展的人才目标和竞争策略，从人才培养的角度考虑国有银行的发展。 虽然在中国近几年几乎所有商业银行的人事部都改名为人力资源部，但是对人力资源部门的角色定位及职能认识大多还停留在传统的人事管理阶段，这也使得当前商业银行的人力资源管理主要存在人员配置，岗位体系，主要机制等方面的问题。 针对上述问题，通过借鉴国外优秀的人力资源管理经验，结合我国人力资源管理的实际情况，本文基于人力资源管理基本理论，结合中国工商银行人力资源管理的实际情况，提出解决商业银行特别是国有商业银行人力资源管理存在问题的方法是本文的核心命题。改进商业银行人力资源管理要从员工素质培养，企业文化，机制改革等方面入手。 本文最大的创新之处是，在研究过程中没有只是单一的介绍理论知识，而是以中国工商银行的整体情况，特别是人力资源管理的实际情况来进行写作，此举使整篇文章更加充实、具体。 关键词：国有商业银行； 人力资源管理； 培训机制； 激励机制ABSTRACT With the increase of domestic competition and the cancellation of limit for foreign banks’account executive,the state-owned bank is facing the unprecedented stern challenge.How to meet the challenge,enhance the competitive ability?The state-owned bank should set up the concept which the talented person subdues.The human resources will be the first resources?,the thought applies in the banking industry,formulates the talented person goal of bank development and the competition strategy,and from raising talented person consider state-owned bank development. Although most of the commercial banks have changed the personnel department to human resources department in recent years in China,it’s still at the traditional personnel stage to locate the human resources departments role and to know its function.It also makes the current commercial banks of human resources management personnel allocation, primarily, the main mechanism for aspects. For the above questions, by this good human resource management experience, combined with the human resources management of the actual situation，This article is based on human resource management of the basic theory, the industrial and commercial bank of chinas human resources management of the actual situation. solutions to the commercial banks, particularly human resource management of state-owned commercial banks exist the problem is the core proposition of commercial banks. improving human resource managemen