本文關(guān)鍵詞： 城市商業(yè)銀行 在職培訓 人力資源 鞍山銀行　出處：《沈陽大學》2015年碩士論文　論文類型：學位論文

【摘要】：隨著時代的發(fā)展與經(jīng)濟全球化的到來，金融行業(yè)的形式也變得多種多樣。而“余額寶”、“微銀行”、“全額寶”等一系列的網(wǎng)絡(luò)金融產(chǎn)品的出現(xiàn)給傳統(tǒng)的金融行業(yè)帶來了巨大的沖擊。城市商業(yè)銀行業(yè)在面臨異軍突起的競爭對手與傳統(tǒng)金融業(yè)的競爭中，想要在全新的金融市場下得以保全，除了尋求新的營銷模式，還需要重新認識到人才培養(yǎng)的重要性。因此，如何進一步提升員工的綜合素質(zhì)、如何組織好員工的在職培訓工作，已經(jīng)成為城市商業(yè)銀行不可忽視的問題。 本文是通過本人在鞍山銀行工作的經(jīng)歷的實際情況，，并通過所學習到的相關(guān)理論知識相結(jié)合。本文希望運用老師教授給予我的知識、理念和方法來分析一些現(xiàn)實問題。由于人力資源培訓工作一直是大多企業(yè),容易忽略或相對投入較少的環(huán)節(jié)，目前要想將在職培訓工作從一般投入提升到企業(yè)戰(zhàn)略的高度層面去開展，需要花費更多的時間讓企業(yè)決策管理層去對員工的在職培訓工作付諸于行動,并且認真實。 本文在這種時代背景下，立足于現(xiàn)代人力資源培訓基本理論并通過結(jié)合職業(yè)生涯規(guī)劃管理理論所建立的培訓體系進行研究。對國內(nèi)外各種不同的人力資源培訓理論進行綜合整理分析，并與國內(nèi)外先進的銀行作為比較，通過實證對鞍山銀行的在職培訓進行分析。對于鞍山銀行現(xiàn)有培訓狀態(tài)做出了問卷調(diào)查，通過抽樣調(diào)查，并且進行深入分析進而整合出鞍山銀行在職培訓所存在的問題及產(chǎn)生的原因，最后提出建議措施來改善這個問題。在新建立的培訓措施中，創(chuàng)新構(gòu)建了鞍山銀行員工在職培訓模式的整體框架，從員工職業(yè)生涯規(guī)劃理念的角度出發(fā)建立一種新的培訓模式體系，把員工的職業(yè)生涯發(fā)展與切身利益和銀行的發(fā)展目標結(jié)合在一起，形成一種雙贏的效果。
[Abstract]:With the development of the times and the arrival of economic globalization, The forms of financial industry have also become various. And the emergence of a series of network financial products, such as Yu'e Bao, micro-bank and full treasure, has brought a huge impact to the traditional financial industry. The city commercial banking industry is facing a great impact. In the competition between the emerging competitors and the traditional financial industry, In order to be preserved in the new financial market, besides seeking a new marketing model, we also need to re-recognize the importance of talent training. Therefore, how to further improve the comprehensive quality of employees, how to organize the on-the-job training of employees, It has become a problem that can not be ignored by city commercial banks. This paper is based on the actual experience of my work in Anshan Bank, and through the relevant theoretical knowledge I have learned. I hope to use the knowledge given to me by my teacher. Ideas and methods to analyze some practical problems. Since human resources training has always been a part of most enterprises, it is easy to ignore or relatively less investment. At present, if the on-the-job training is to be promoted from the general input to the high level of enterprise strategy, it needs to spend more time for the enterprise decision-making management to put the on-the-job training of employees into action, and take it seriously. In this context of the times, Based on the basic theory of modern human resource training and the training system established by combining the theory of career planning and management, this paper makes a comprehensive analysis of various human resource training theories at home and abroad. And compared with the advanced banks at home and abroad, through the empirical analysis of the on-the-job training of Anshan Bank. Furthermore, the paper analyzes the problems and causes of the on-the-job training of Anshan Bank, and finally puts forward some suggestions to improve the problem. In the newly established training measures, In this paper, the overall framework of the on-the-job training model of Anshan Bank is constructed, and a new training model system is established from the perspective of the concept of employee career planning. Combining the career development of employees with the vital interests of the bank and the development goal of the bank, it forms a win-win effect.
【學位授予單位】：沈陽大學
【學位級別】：碩士
【學位授予年份】：2015
【分類號】：F272.92;F832.33

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