【摘要】：在當(dāng)今信息和知識經(jīng)濟(jì)時代，以科學(xué)技術(shù)為基礎(chǔ)的產(chǎn)業(yè)上升為社會主導(dǎo)產(chǎn)業(yè)，經(jīng)濟(jì)的分配是以對知識的占有量為基礎(chǔ)的，經(jīng)濟(jì)發(fā)展的核心資源是高質(zhì)量的人力資源。在銀行競爭優(yōu)勢中人力資源作為一種難以模仿的、特定的資源，是銀行保持競爭優(yōu)勢的源泉，，是第一資源。農(nóng)村信用社作為農(nóng)村金融的主力軍，特別是在農(nóng)村金融中更是占向現(xiàn)代人力資源管理的過渡階段，其管理手段和研究還處于比較落后的狀態(tài)，這很大程度上影響了信用社的經(jīng)營與發(fā)展。因此，實現(xiàn)將農(nóng)村信用社變成現(xiàn)代金融企業(yè)的目標(biāo)，改革人力資源管理是關(guān)鍵。 本文將人力資源精細(xì)化管理的先進(jìn)理念運用到農(nóng)村信用社的人力資源管理中。在研究過程中，運用規(guī)范分析法、定量分析與定性分析相結(jié)合，對M市農(nóng)村信用社人力資源現(xiàn)狀進(jìn)行了全面分析。從人力資源管理理念、到人員的整體素質(zhì)、失衡的人員配置，培訓(xùn)工作缺乏以及薪酬激勵機(jī)制等進(jìn)行分析。在學(xué)習(xí)借鑒國內(nèi)外先進(jìn)企業(yè)人力資源管理經(jīng)驗的基礎(chǔ)上，根據(jù)農(nóng)村信用社改革的要求，有針對性的提出對其人力資源管理和開發(fā)的對策。規(guī)范員工招聘、員工管理、績效管理、培訓(xùn)開發(fā)等制度，引進(jìn)競爭機(jī)制，改善薪酬分配機(jī)制，加強(qiáng)薪酬的激勵約束作用，加強(qiáng)團(tuán)隊建設(shè)提升員工整體綜合素質(zhì),為M市農(nóng)村信用社的人力資源管理變革提供可借鑒的管理體系和政策建議。
[Abstract]:In the age of information and knowledge economy, the industry based on science and technology has become the leading industry of society, the economic distribution is based on the possession of knowledge, and the core resources of economic development are high-quality human resources. In the competitive advantage of banks, human resources, as a kind of hard to imitate, specific resources, is the source of banks to maintain competitive advantage, is the first resource. Rural credit cooperatives as the main force of rural finance, especially in the rural finance is the transition to modern human resources management, its management means and research is still relatively backward. This to a large extent affected the operation and development of credit cooperatives. Therefore, the reform of human resource management is the key to realize the goal of turning rural credit cooperatives into modern financial enterprises. This paper applies the advanced idea of human resources fine management to the human resource management of rural credit cooperatives. In the course of the research, the author makes a comprehensive analysis of the present situation of human resources of rural credit cooperatives in M City by means of normative analysis, quantitative analysis and qualitative analysis. From the concept of human resource management to the overall quality of personnel, unbalanced staffing, lack of training and salary incentive mechanism. On the basis of learning from the experience of human resource management of advanced enterprises at home and abroad and according to the requirements of the reform of rural credit cooperatives, this paper puts forward the countermeasures for the management and development of human resources. Standardizing the system of employee recruitment, employee management, performance management, training and development, introducing competition mechanism, improving salary distribution mechanism, strengthening incentive and restraint function of compensation, strengthening team building, improving the overall quality of staff, It provides the management system and policy suggestions for the reform of human resources management of rural credit cooperatives in M city.
【學(xué)位授予單位】：中國石油大學(xué)（華東）
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F832.35;F272.92

【參考文獻(xiàn)】

相關(guān)期刊論文 前5條

1 樓旭明;;人力資源管理的新趨勢:虛擬人力資源管理[J];當(dāng)代財經(jīng);2007年07期

2 羅明忠;商業(yè)銀行的特點及其人力資源管理的特殊性[J];華南金融研究;2003年03期

3 林智敏;;論加強(qiáng)農(nóng)村信用社人力資源管理[J];福建金融管理干部學(xué)院學(xué)報;2007年02期

4 蔣秀青;;人力資源管理與企業(yè)核心競爭力的提升研究[J];生產(chǎn)力研究;2010年03期

5 郎秀平;;經(jīng)濟(jì)全球化對中國企業(yè)人力資源開發(fā)的影響[J];人力資源管理;2012年02期

本文編號：2320797