国有商业银行构建战略性人力资源管理体系研究
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摘要
随着中国加入WTO，外资银行不断涌入我国，势必与我国国有商业银行展开激烈的竞争。金融界的竞争已不再单纯是技术上、业务上的竞争，而是包括人才竞争在内的一系列角逐，其中，人是最具有决定性意义的因素。国有商业银行要想在这场角逐中立于不败之地，就要树立以人为本的观念，加强人力资源管理工作。本文试以战略性人力资源管理为出发点，提出国有商业银行必须改变传统思维，构建国有商业银行战略性人力资源管理体系。本文共分五个大部分。
首先，阐述了研究问题的背景，对国内外研究现状进行了分析，介绍了研究的方法与内容。
其次，对战略性人力资源管理等概念进行了界定，其特征、作用和主要职能进行了阐述。
第三，主要分析了国有商业银行战略性人力资源管理的现状、存在的问题及国外在此方面的经验。提出构建战略性人力资源管理体系是国有商业银行的最佳选择。
第四，主要探讨了国有商业银行战略性人力资源管理体系设计的必要性、原则、可行性。从观念的改变、人力资源规划机制、人力资源激励机制、人力资源培训机制、人力资源流动机制五个方面来分析战略性人力资源管理体系的构建。
最后，以吉林省农业银行某支行绩效管理为例，进行实证分析。绩效管理是构建激励机制的基础，也是全面构建战略性人力资源管理的一个出发点，它从战略角度出发，使绩效考评的结果落到实处，在银行内部形成开放式的管理环境。
Along with China entering into WTO, foreign banks rush into China continuously. Inevitably, they will compete with China's state-owned commercial banks fiercely. The competition in the financial circles will no longer only includes technology and business, it is a series of competition includes the competition of human resources. Among them, human itself is the most decisive factor. To keep their competitive strength and success in this competition, they would base their businesses and competition ideas on human resources, reinforce their HR management. The thesis begins with the strategic HR management, suggests that the state-owned commercial banks must change their traditional thoughts and construct the system of strategic HR management.
The thesis is divided into five parts:
In the first part, the author concludes the background that the research question puts forward. Then the author analyzes its circumstances of foreign banks and domestic banks, and introduces the main research methods and contents of the dissertation.
In the second part, the author gives the definition of the strategic HR management, etc. It concludes its characteristics, effects.
In the third part, the author summarizes the strategic HR management circumstances and the problem exists in Chinese banks, and the experiences of foreign banks.
In the forth part, the author mainly discusses the importance and the design principle and the possibility to set up the system of strategic HR management. The author discusses the construction of strategic HR management on five aspects; the change of the ideology, HR planning mechanism, HR motivation mechanism, HR training mechanism and HR liquidity mechanism. These five aspects work together and they can make people construct the strategic HR management more comprehensively.
At last, the author takes the result-effect management of a branch of Ji Lin Agriculture Bank of China as an example and makes a positive analysis. The result -effect management is the base of motivation mechanism and it can also be deemed as the start of constructing the strategic HR management comprehensively. It starts from the strategic viewpoint, put the result-effect test into reality, firm an-open managerial atmosphere inside the banks.
首先，阐述了研究问题的背景，对国内外研究现状进行了分析，介绍了研究的方法与内容。
其次，对战略性人力资源管理等概念进行了界定，其特征、作用和主要职能进行了阐述。
第三，主要分析了国有商业银行战略性人力资源管理的现状、存在的问题及国外在此方面的经验。提出构建战略性人力资源管理体系是国有商业银行的最佳选择。
第四，主要探讨了国有商业银行战略性人力资源管理体系设计的必要性、原则、可行性。从观念的改变、人力资源规划机制、人力资源激励机制、人力资源培训机制、人力资源流动机制五个方面来分析战略性人力资源管理体系的构建。
最后，以吉林省农业银行某支行绩效管理为例，进行实证分析。绩效管理是构建激励机制的基础，也是全面构建战略性人力资源管理的一个出发点，它从战略角度出发，使绩效考评的结果落到实处，在银行内部形成开放式的管理环境。
Along with China entering into WTO, foreign banks rush into China continuously. Inevitably, they will compete with China's state-owned commercial banks fiercely. The competition in the financial circles will no longer only includes technology and business, it is a series of competition includes the competition of human resources. Among them, human itself is the most decisive factor. To keep their competitive strength and success in this competition, they would base their businesses and competition ideas on human resources, reinforce their HR management. The thesis begins with the strategic HR management, suggests that the state-owned commercial banks must change their traditional thoughts and construct the system of strategic HR management.
The thesis is divided into five parts:
In the first part, the author concludes the background that the research question puts forward. Then the author analyzes its circumstances of foreign banks and domestic banks, and introduces the main research methods and contents of the dissertation.
In the second part, the author gives the definition of the strategic HR management, etc. It concludes its characteristics, effects.
In the third part, the author summarizes the strategic HR management circumstances and the problem exists in Chinese banks, and the experiences of foreign banks.
In the forth part, the author mainly discusses the importance and the design principle and the possibility to set up the system of strategic HR management. The author discusses the construction of strategic HR management on five aspects; the change of the ideology, HR planning mechanism, HR motivation mechanism, HR training mechanism and HR liquidity mechanism. These five aspects work together and they can make people construct the strategic HR management more comprehensively.
At last, the author takes the result-effect management of a branch of Ji Lin Agriculture Bank of China as an example and makes a positive analysis. The result -effect management is the base of motivation mechanism and it can also be deemed as the start of constructing the strategic HR management comprehensively. It starts from the strategic viewpoint, put the result-effect test into reality, firm an-open managerial atmosphere inside the banks.
引文
1．赵曙明．国际企业：人力资源管理，南京大学出版社，1999
2．张一弛．人力资源管理教程，北京大学出版社，1999
3．涂台良．现代人力资源，清华大学出版社，2000
4．胡君辰，郑绍镰．人力资源开发与管理，复旦大学出版社，2000
5．堪新民，张帆．薪酬设计技巧，广东经济出版社，2002
6．堪新民，唐东方．人力资源规划，广东经济出版社，2002
7．堪新民，涂汪奇．员工培训方案，广东经济出版社，2002
8．堪新民，武志鸿．绩效考评方法，广东经济出版社，2002
9．张福荣，现代商业银行人力资源开发与管理，新华出版社，1999
10．王先玉，黄深厚．现代商业银行组织管理与人力管理，中国金融出版社，2001
11．合杰，郭旭初，赵勇．现代商业银行人力资源管理，中国金融出版社，2004
12．苏杭．“人本管理”势在必行，现代商业银行导刊，2003(1
13．岳俊健．国有商业银行人力资源开发，现代商业银行导刊，2003(3)
14．段超良．国有商业银行加强人力资源管理的构想，现代商业银行导刊，2003(10)
15．李坚宝，王萍．中外资银行的人才竞争，现代商业银行，2001(2)
16．唐海松，张淑琴．人力资源管理十大关系，现代商业银行，2003(5)
17．李占涛．国有商业银行，试问你的人才流向，现代商业银行，2004(4)
18．周永发．完善现代商业银行人力资源管理，中国城市金融，2002(3)
19．常伟，俞江梅．简论国有商业银行激励机制的运用，河南金融管理干部学院学报，2003(6)
20．詹国林．国有商业银行实现有效发展的现实途径，河南金融管理干部学院学报，2004 C1)
21．王旭丹．国有商业银行人力资源管理制度存在的问题及对策，财经问题研究，2002(6)
22．裘清．加快商业银行人才现代化进程策略初探，现代金融，2001(5)
23．饶静安．论国有商业银行应对人才争夺的战略选择，四川行政学院学报，2002(4)
24．杨子健，刘磊．国际商业银行战略管理模式与指标体系选择[J]．经济导刊，2005(5)
25．张望军，彭剑锋．中国企业知识型员工激励机制实证分析[J]．科研管理，2001(3)
26．周三多，陈传明，鲁明乱．管理学，复旦大学出版社，1999
27．赵筠．绩效管理的问题与解决之道[J]．中国人力资源开发，2002(8)
28．朱瑜．企业绩效整合[M]广东经济出版社
29. Doug Cederblom, Management: One Agency' s Experience 〔J〕. Public personnel Management, 2002, 31(2), summer: 131-140
30. Organization Systems International. Performance Management Research Report 〔M〕. San Diego, CA. 2002
31. Richard J Arend. The Definition of Strategic Liabilities, and Their Impact on Firm Performance 〔J〕. Journal of Management Studies, 2004,41(6),September:1003-1027
32. P Suwignjo. Strategy Management through Quantitative Modeling of Performance Measurement Systems 〔J〕. Int. J. Productiom Economics, 2001(69):15-22.
33. Philip Kotler. Marketing Management Eleven Edition 〔M〕. Prentice Hall International, Inc. 2003.
34. Ansoff H I. Corporate Strategy 〔M〕. New York: McGraw-Hill, 1965.
35．哈罗德．孔茨，管理学，经济科学出版社，1998
36．斯蒂芬．P．罗宾斯，管理学，中国人民大学出版社，1997
37. Aaker D A. Strategic Market Management 〔M〕. New York, NY: Willey, 1999.
38. Richard Orlando C, Johnson, Nancy Brown. Understanding the Impact of Human Resource Diversity Practices on Firm Performance 〔J〕. Journal of Managerial Issure, 2001,13(2):177-191
39. Stan Davis, Tom Albright. An Investigation of the Effect of Balanced Scorecard Implementation on Financial Performance 〔J〕. Management Accounting Research, 2004(15):135-153
40. Tett R P, Jackson D N, Rothstein M. Personality Measures as Predictors of Job Performance 〔J〕. Personnel Psychology, 1991(44):703-742.
41. Tom Coens, Mary Jenkins. Abolishing Performance Appraisals Why They Backfire and Why to do Instead 〔M〕. Berrett-Koehler Publishers, Inc. San Francisco. 2000.
42. Wright P M, Boswell W R. Desegregating HRM: a Review and Synthesis of Micro and Macro Human Resource Management Research 〔J〕. Journal of Management 2002,28(3):247-276.
43．彼得 F 德鲁克。哈佛商业评论——公司绩效测评〔M〕．李焰，等译．北京：中国人民大学出版社，2004．
44．布莱恩·贝克，等．人力资源计分卡(M)．郑晓明译．北京：机械工业出版社，2003．
45．戴纳·盖恩斯·鲁滨逊，等．绩效咨询〔M〕．李元明，等译．天津：南开大学出版社，2001．
46．杜迪克．战略创新——形成创造性成功战略的革新思想和工具〔M]．王德忠译．北京：机械工业出版社，2003．
47．佛雷德·R·戴维，战略管理〔M〕．李克宁译．8班．北京：经济科学出版社，2001．
2．张一弛．人力资源管理教程，北京大学出版社，1999
3．涂台良．现代人力资源，清华大学出版社，2000
4．胡君辰，郑绍镰．人力资源开发与管理，复旦大学出版社，2000
5．堪新民，张帆．薪酬设计技巧，广东经济出版社，2002
6．堪新民，唐东方．人力资源规划，广东经济出版社，2002
7．堪新民，涂汪奇．员工培训方案，广东经济出版社，2002
8．堪新民，武志鸿．绩效考评方法，广东经济出版社，2002
9．张福荣，现代商业银行人力资源开发与管理，新华出版社，1999
10．王先玉，黄深厚．现代商业银行组织管理与人力管理，中国金融出版社，2001
11．合杰，郭旭初，赵勇．现代商业银行人力资源管理，中国金融出版社，2004
12．苏杭．“人本管理”势在必行，现代商业银行导刊，2003(1
13．岳俊健．国有商业银行人力资源开发，现代商业银行导刊，2003(3)
14．段超良．国有商业银行加强人力资源管理的构想，现代商业银行导刊，2003(10)
15．李坚宝，王萍．中外资银行的人才竞争，现代商业银行，2001(2)
16．唐海松，张淑琴．人力资源管理十大关系，现代商业银行，2003(5)
17．李占涛．国有商业银行，试问你的人才流向，现代商业银行，2004(4)
18．周永发．完善现代商业银行人力资源管理，中国城市金融，2002(3)
19．常伟，俞江梅．简论国有商业银行激励机制的运用，河南金融管理干部学院学报，2003(6)
20．詹国林．国有商业银行实现有效发展的现实途径，河南金融管理干部学院学报，2004 C1)
21．王旭丹．国有商业银行人力资源管理制度存在的问题及对策，财经问题研究，2002(6)
22．裘清．加快商业银行人才现代化进程策略初探，现代金融，2001(5)
23．饶静安．论国有商业银行应对人才争夺的战略选择，四川行政学院学报，2002(4)
24．杨子健，刘磊．国际商业银行战略管理模式与指标体系选择[J]．经济导刊，2005(5)
25．张望军，彭剑锋．中国企业知识型员工激励机制实证分析[J]．科研管理，2001(3)
26．周三多，陈传明，鲁明乱．管理学，复旦大学出版社，1999
27．赵筠．绩效管理的问题与解决之道[J]．中国人力资源开发，2002(8)
28．朱瑜．企业绩效整合[M]广东经济出版社
29. Doug Cederblom, Management: One Agency' s Experience 〔J〕. Public personnel Management, 2002, 31(2), summer: 131-140
30. Organization Systems International. Performance Management Research Report 〔M〕. San Diego, CA. 2002
31. Richard J Arend. The Definition of Strategic Liabilities, and Their Impact on Firm Performance 〔J〕. Journal of Management Studies, 2004,41(6),September:1003-1027
32. P Suwignjo. Strategy Management through Quantitative Modeling of Performance Measurement Systems 〔J〕. Int. J. Productiom Economics, 2001(69):15-22.
33. Philip Kotler. Marketing Management Eleven Edition 〔M〕. Prentice Hall International, Inc. 2003.
34. Ansoff H I. Corporate Strategy 〔M〕. New York: McGraw-Hill, 1965.
35．哈罗德．孔茨，管理学，经济科学出版社，1998
36．斯蒂芬．P．罗宾斯，管理学，中国人民大学出版社，1997
37. Aaker D A. Strategic Market Management 〔M〕. New York, NY: Willey, 1999.
38. Richard Orlando C, Johnson, Nancy Brown. Understanding the Impact of Human Resource Diversity Practices on Firm Performance 〔J〕. Journal of Managerial Issure, 2001,13(2):177-191
39. Stan Davis, Tom Albright. An Investigation of the Effect of Balanced Scorecard Implementation on Financial Performance 〔J〕. Management Accounting Research, 2004(15):135-153
40. Tett R P, Jackson D N, Rothstein M. Personality Measures as Predictors of Job Performance 〔J〕. Personnel Psychology, 1991(44):703-742.
41. Tom Coens, Mary Jenkins. Abolishing Performance Appraisals Why They Backfire and Why to do Instead 〔M〕. Berrett-Koehler Publishers, Inc. San Francisco. 2000.
42. Wright P M, Boswell W R. Desegregating HRM: a Review and Synthesis of Micro and Macro Human Resource Management Research 〔J〕. Journal of Management 2002,28(3):247-276.
43．彼得 F 德鲁克。哈佛商业评论——公司绩效测评〔M〕．李焰，等译．北京：中国人民大学出版社，2004．
44．布莱恩·贝克，等．人力资源计分卡(M)．郑晓明译．北京：机械工业出版社，2003．
45．戴纳·盖恩斯·鲁滨逊，等．绩效咨询〔M〕．李元明，等译．天津：南开大学出版社，2001．
46．杜迪克．战略创新——形成创造性成功战略的革新思想和工具〔M]．王德忠译．北京：机械工业出版社，2003．
47．佛雷德·R·戴维，战略管理〔M〕．李克宁译．8班．北京：经济科学出版社，2001．