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论文编号：	2805
作者编号：	2120082498
上传时间：	2010/12/3 6:56:30
中文题目：	现代商业银行继任管理内部培养模式研究
英文题目：	Study of Internal Training Pattern of Successor Management of Modern Commercial Bank
指导老师：	杨斌
中文关键字：	商业银行;继任管理;胜任力;后备人才
英文关键字：	commercial bank; successor management; competent force; reserve troops
中文摘要：	现代商业银行的继任管理，又称为现代商业银行的接班人计划、“长板凳”计划、人才梯队计划或后备人才培养计划等，是指商业银行确定和持续追踪银行内部关键性岗位的高潜能人才，并对这些高潜能人员进行持续培训与开发的过程。继任管理并非是一项简单的计划，而是一整套的系统工程，它的建立对现代商业银行有着至关重要的作用和意义。本文主要研究的是如何通过内部提升的方式来系统、有效地获得对组织有利的人力资本。 本文通过对中资商业银行和外资商业银行进行对比，分析了我国商业银行，尤其是国有商业银行在继任管理中存在的各种问题。 本文主要对现代商业银行继任管理内部培养模式进行了具体分析，提出了商业银行继任管理内部培养模式的八个主要步骤，其中包括：确定组织中需要实施继任管理的关键岗位、确定适应于关键岗位的胜任力模型、选拔关键岗位的后备人才、制定并实施以胜任力模型为导向的培养计划、定期的人才测评与绩效考核、激励、关注岗位空缺的状况及任用和关注持续变化的情况。 最后，本文对我国商业银行在银行内部进行继任管理的体系建设提出了若干建议。
英文摘要：	The successor management of modern commercial bank, also called the successor project of the modern commercial bank, “the bench” project, the project of talent echelon, or the training project of reserve troops, is refers to the whole process that is to determine and to trace the high potential talents on the key positions in the modern commercial bank, and to continually carry on training and development to these high potential talents. The successor management is not a simple plan, but a systemic project, and its establishment plays a crucial role to the modern commercial bank. This paper chiefly researches how to obtain the human capital systematically and effectively that is advantageous to the organization by the way of internal promotion. By the way of contrasting the capital commercial bank to the foreign capital commercial bank, this paper analyses the problems, existing in the successor management of the commercial bank in our country, particularly in the state-owned commercial bank. This paper conducts a concrete analysis of the internal training pattern of successor management of modern commercial bank, and proposes eight main steps of the internal training pattern of successor management of modern commercial bank, including determining the key positions of the organization that need implement the successor management, determining the competent force model of the key positions, selecting the reserve troops to the key positions, establishing and implementing the training project for guiding of competent force model, doing the functional testing and performance appraisal of the talent regularly, motivating, concerning on the post vacancy and staffing, and concerning on the situation of constant changes. Finally, this paper also puts forward multiple proposals of the system construction of the successor management, carried on in the interior of the commercial bank of our country.
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