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论文编号：	14406
作者编号：	2320213728
上传时间：	2023/12/13 22:59:54
中文题目：	风险规避导向下的银行柜员岗位轮换机制研究—以G银行S分行为例
英文题目：	Research on Position Rotation Mechanism of Bank Tellers under the Guidance of Risk Aversion - A Case Study of S Branch of G Bank
指导老师：	齐善鸿
中文关键字：	岗位轮换；银行柜员；人力资源管理
英文关键字：	Position rotation；Bank teller；Human resource management
中文摘要：	岗位轮换是一种人力资源管理活动，企业中实行岗位轮换一般是为了实现增强员工岗位适应性、培养后备人才、加强组织创新协作等目的。而对于风险规避导向下的岗位轮换，则是在组织内部对特定、关键岗位人员实行强制性岗位调整，以防范化解组织内部可能发生的风险事件。而这种岗位轮换既可能是来自上级组织或外部监管部门的强制性要求，也可能是组织内部为规避风险而主动实行的。风险规避导向下的岗位轮换因其政策性、强制性、长期性等特点，将规避风险的因素置于人力资源管理规律之前，导致其在员工个人职业生涯发展、工作积极性、企业经营效益等方面负面效应突出。如何在规避风险隐患、合乎政策要求的前提下改进这一岗位轮换工作机制、扭转负面效应，亟待研究解决。 G银行S分行柜员实行此类风险规避导向下的岗位轮换，因柜员人数多、岗位分布广、业务需求不一，柜员岗位轮换工作对S分行正常经营发展带来了极大挑战。S分行积极探索实行了随机的岗位轮换、区域内的岗位轮换、突出员工关怀的岗位轮换以及要素化的岗位轮换，逐一解决公平分配岗位、优先调整特殊职工突显人文关怀、满足营业网点岗位需求等关键问题。同时，为进一步解决保障柜员个人职业生涯发展和网点经营效益等长期长远问题，文章综合使用文献调研、走访调查、个案研究等方法，运用了人岗匹配理论、职业生涯发展理论、综合激励模型，对岗位轮换机制进行优化，建立起以互选制岗位轮换为基础，建立起完整的工作流程及一系列保障措施，从而形成了相对科学的以风险规避为导向的柜员岗位轮换机制，有效扭转了风险规避导向下岗位轮换机制的负面效应，并就改进现行监管政策提出建议。图7幅，参考文献48篇。
英文摘要：	Position rotation is a kind of human resource management activity. The purpose of position rotation in enterprises is to enhance the adaptability of employees, cultivate reserve talents, and strengthen organizational innovation and cooperation. As for the post rotation under the guidance of risk avoidance, it is to implement mandatory post adjustment for specific and key posts within the organization to prevent and resolve possible risk events within the organization. This kind of position rotation may be either a mandatory requirement from the superior organization or external supervision department, or it may be actively implemented within the organization to avoid risks. Due to its policy, mandatory and long-term characteristics, position rotation under the guidance of risk avoidance puts the factors of risk avoidance before the rules of human resource management, resulting in prominent negative effects on employees' personal career development, work enthusiasm and enterprise operating efficiency. It is urgent to study how to improve this position rotation mechanism. G Bank S branch implements this kind of risk-avoidance-oriented position rotation for tellers. Due to the large number of tellers, wide job distribution and different business needs, the position rotation of tellers has brought great challenges to the normal operation and development of S branch. S Branch actively explored and implemented random position rotation, intra-regional position rotation, position rotation highlighting employee care and factor position rotation, and solved key issues such as fair job allocation, priority adjustment of special employees to highlight humanistic care, and meeting the job needs of business outlets. At the same time, in order to further solve the long-term problems of ensuring the personal career development of tellers and the operation efficiency of the network, this paper comprehensively uses literature research, interview investigation, case study and other methods, and utilizes the man-post matching theory, career management theory and incentive theory to optimize the position rotation mechanism and establish a mutual selection system based on position rotation. A complete work process and a series of safeguard measures have been established, thus forming a relatively scientific risk-avoidance-oriented teller post rotation mechanism, effectively reversing the negative effects of risk-avoidation-oriented laid-off position rotation mechanism, and suggestions are put forward to improve the current regulatory policy. There are 7 figures and 48 references.
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