發(fā)布時間：2018-07-07 13:16

  本文選題：農村信用社 + 人力資源�。� 參考：《重慶大學》2012年碩士論文

【摘要】：近年來，我國逐步加大對三農的發(fā)展投入，連續(xù)幾年中央一號都是針對三農的，這顯示了三農在我國社會經濟中的重要地位。農村信用社是農村金融的主力軍，對我國社會發(fā)展具有重要意義。農村信用社經過改革雖取得一定成績，但與其它商業(yè)銀行和外資銀行相比，競爭還不充分，這突出表現在人力資源管理水平上。當前，由于各種原因的影響，我國農村信用社在人力資源管理上還存在著許多的問題與不足，這些問題與不足嚴重制約著我國農村信用社的可持續(xù)發(fā)展。 本文在研究內容上共分為四個部分，系統(tǒng)的對我國農村信用社人力資源管理進行了研究。第一部分為緒論部分。這一部分對研究背景進行了介紹，指出當前研究我國農村信用社人力資源的重要意義，并在相關文獻分析的基礎之上，對國內外商業(yè)銀行及農村信用社人力資源管理研究現狀進行了闡述。同時，對本課題的研究目的、研究內容和研究方法進行了介紹，對本課題的研究有基礎性了解。 本文第二部分為理論基礎部分。在這一部分中分別對資源、人力資源，以及人力資源管理、農村信用社人力資源管理的概念進行了分析和理解。并從當前社會發(fā)展的現實現狀，從五個方面對我國農村信用社進行人力資源改革的必要性進行了解釋，以說明我國農村信用社進行人力資源改革的急切性。只有不斷的進行改革，才能更好使我國農村信用社適應當前的社會發(fā)展需求，，更好的為社會發(fā)展提供有效服務。 本文第三部分為農村信用社現狀分析。在這一部分中，首先對我國農村信用社自建國以來的發(fā)展歷程分五個階段進行了說明。同時以我國東部某市級農村信用社為例，從員工職稱水平、專業(yè)結構、學歷水平、知識結構四個方面進行了分析，并指出當前我國農村信用社人力資源管理在發(fā)展過程中存在的問題與不足，通過對農村信用社人力資源的現存問題進行分析和總結，進行深層次的剖析，指出影響我國農村信用社人力資源管理發(fā)展的原因，探析其制約因素。 本文第四部分為對策部分。通過對當前農村信用社人力資源發(fā)展過程中存在的問題進行深度分析，結合當前社會發(fā)展實際，分別從農村信用社人力資源管理的觀念改變、發(fā)展戰(zhàn)略性人力資源、人力資源規(guī)劃、培訓與開發(fā)等六個方面制定我國農村信用社人力資源管理的發(fā)展路徑，通過對各項措施的制定，推進農村信用社可持續(xù)發(fā)展。同時，本文分別從文化保障、技術保障、組織保障三個方面來對農村信用社人力資源管理進行保障建設，促進農村信用社人力資源向合理的發(fā)展水平前行，提高農村信用社人力資源的競爭力，推動其良性發(fā)展。
[Abstract]:In recent years, China has gradually increased its investment in the development of agriculture, rural areas and farmers, and for several years in a row, the number one of the Central Committee is aimed at agriculture, rural areas and farmers, which shows the important position of agriculture, rural areas and farmers in the social economy of our country. Rural credit cooperatives are the main force of rural finance, which is of great significance to the social development of our country. Although rural credit cooperatives have made some achievements in reform, the competition is not enough compared with other commercial banks and foreign banks, which is prominent in the level of human resources management. At present, due to the influence of various reasons, there are still many problems and deficiencies in human resource management of rural credit cooperatives in China, which seriously restrict the sustainable development of rural credit cooperatives in China. This paper is divided into four parts, and systematically studies the human resource management of rural credit cooperatives in China. The first part is the introduction. This part introduces the research background, points out the significance of the current research on the human resources of rural credit cooperatives in China, and based on the analysis of relevant literature, The present situation of human resource management of commercial banks and rural credit cooperatives at home and abroad is expounded. At the same time, the research purpose, research content and research method are introduced. The second part of this paper is the theoretical basis. In this part, the concepts of resources, human resource management and human resource management of rural credit cooperatives are analyzed and understood. The necessity of human resource reform in rural credit cooperatives is explained from five aspects in order to explain the urgency of human resource reform in rural credit cooperatives. Only through continuous reform can the rural credit cooperatives of our country adapt to the needs of the current social development and provide effective services for the social development. The third part is the analysis of the current situation of rural credit cooperatives. In this part, the development of rural credit cooperatives has been explained in five stages since the founding of the people's Republic of China. At the same time, taking a city rural credit cooperative in the east of China as an example, this paper analyzes the level of professional title, professional structure, educational background and knowledge structure of employees. This paper also points out the problems and shortcomings in the development of human resources management of rural credit cooperatives in China. Through the analysis and summary of the existing problems of human resources in rural credit cooperatives, the paper makes a deep analysis. This paper points out the reasons that affect the development of human resource management of rural credit cooperatives in China, and probes into its restrictive factors. The fourth part of this paper is the countermeasure part. Through the in-depth analysis of the problems existing in the process of the development of human resources of rural credit cooperatives, combining with the reality of current social development, the paper develops strategic human resources by changing the concept of human resources management of rural credit cooperatives, respectively. Human resource planning, training and development are six aspects to establish the development path of human resource management of rural credit cooperatives in China. Through the formulation of various measures, the sustainable development of rural credit cooperatives can be promoted. At the same time, this article separately from the cultural guarantee, the technical guarantee, the organization safeguard three aspects carries on the safeguard construction to the rural credit cooperative human resources management, promotes the countryside credit cooperative human resources to the reasonable development level forward, Improve the competitiveness of rural credit cooperatives human resources, promote its sound development.
【學位授予單位】：重慶大學
【學位級別】：碩士
【學位授予年份】：2012
【分類號】：F272.92;F832.35

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本文編號：2105077