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论文编号：	2790
作者编号：	2120082504
上传时间：	2010/12/2 9:09:14
中文题目：	中国农业银行天津市分行人力资源管理体系变革研究
英文题目：	The Reform Research In Human Resources Management System Of The Agricultural Bank Of China, Tianjin Branch
指导老师：	周建
中文关键字：	人力资源管理体系,变革,岗位,绩效,薪酬
英文关键字：	Human Resource Management System,Reform,Position,Performance,Salary
中文摘要：	随着农业银行股份制改造的基本完成，标志我国国有商业银行股份制改造工程基本完成。随着中国金融业、银行业的全面开放，国有大型商业银行都面临前所未有的机遇和挑战。为了在竞争中立于不败之地，大型国有商业银行必须努力打造自己独具特色的核心竞争力，在这一过程中，人力资源将发挥不可替代的主导作用。人力资源管理是现代企业管理的核心，人力资源的优化配置与激励直接影响企业的生机与活力，关系到企业的存亡。为了能够适应市场挑战、改善公司治理结构、构建有效的激励约束机制，提升人力资源管理水平，大型国有商业银行都亟待建立起适应市场、运作高效、科学合理、通畅有序的人力资源管理体系。 本文以中国农业银行天津分行（本文以下简称“天津农行”）人力资源管理体系变革为研究对象，按照变革原因—变革过程—变革效果分析为研究主线，通过对天津分行原有人力资源管理体系存在的弊端以及变革目的的全面审视，进而提出了天津分行人力资源管理体系变革核心，即是：建立完善的岗位管理体系、健全业绩评价机制、建立以价值为导向的绩效管理体系，从而建立起高效的人力资源管理运行机制。 天津农行的人力资源管理体系变革是以岗位管理体系的建立、运行与实践为落脚点，按照优化组织架构、建立岗位分类分级体系、搭建薪酬、绩效管理体系的先后顺序，依次开展体系变革，并在变革体系设计、推广实施以及深化推广等实施各阶段逐步落实。同时，本文还针对天津农行人力资源管理体系变革实施过程中出现的基于新型管理体系下出现的新问题、新矛盾，提出了体系变革初步完成后仍需探索与完善内容，进而得出对农行系统内其他省分行实施人力资源管理体系变革的意见与建议。
英文摘要：	The transformation process of agricultural bank is basically completed, which means that China's state-owned commercial banks have basically completed their renovation project. As far as the full liberalization of China’s financial and banking sector, large state-owned commercial banks are facing unprecedented opportunities and challenges. In order to remain invincible in the competition, large state-owned commercial banks must strive to build their own unique core competencies. During this process, Human Resources will play a leading role which is irreplaceable. Human resources management is the center of modern enterprise management. To be able to adapt to the challenging market environment and improve the corporate governance structure, to build an effective incentive and restraint mechanisms, and to improve human resources management, large state-owned commercial banks are urgently establishing scientific and rational human resources management system. This helps them to meet the market demand and operational efficiency smoothly and timely. This thesis uses the data of human resources management system reform in Agricultural Bank of China Tianjin Branch (hereinafter "Tianjin Agricultural Bank").In accordance with the change reason - the process of change - Change main effect analysis for the study, analyzes in detail the existing defects in human resources management system, system change causes, processes, effect, and for the system, the emergence of new conflicts after the change. The goal of implementing the proposed changes in the core of human resource management system is to establish a sound position management system, a sound performance evaluation system and a value-oriented performance management system. Furthermore, the proposed changes help Tianjin Bank to deepen the reform of pay incentives, establish a market-oriented compensation management system and establish an efficient Human Resource Management Mechanism. The reform of human resources management system reform in Tianjin Agricultural Bank is based on the new system’s establishment, operation and practice. In accordance with optimization of organizational structure, established job classification and grading system, salary structures, performance management system, implement the various stages of reform. Meanwhile, this thesis also gives many useful suggestions which can be used to dealing with the problems and conflicts arising during the reform process. And then come to human resources management system comments and suggestions for change, which can be used in the Agricultural Bank of China branch in other provinces.
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