国有商业银行人力资源培训的国际性思考
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摘要
进入新世纪以来,伴随着我国政治、经济、文化等社会各领域的飞速发展,人才成为各行业争夺的重要发展资源,并上升到战略地位。尤其是我国加入世界贸易组织以后,国际间的人才争夺战正日趋激烈。国内国有商业银行的发展也正经历着这种时代发展带来的挑战和机遇。一方面在积极招聘外来人才的同时,国有商业银行正把目光集中到对现有人力资源进行综合培训进而提高人才使用效率的发展道路上来。
尤其是在人力资源培训上国有商业银行要更新理念,实施金融人才战略,强化人才培训。注意人力资源资源的有效使用和合理分配,重建人力资源培训体系、改进人力资源结构、加强教育培训队伍建设。在此基础上我国国有商业银行才能在激烈的市场竞争环境中逐步确立自身的竞争优势和竞争地位,确保自身在未来复杂的进入市场竞争过程中保持不败的地位。
论文分三个部分对国有商业银行人力资源培训的国际性思考进行了深入分析。第一部分主要阐述了全球化背景下国有商业银行人力资源培训的国际性内涵与意义。第二部分主要是针对入世后国有商业银行人力资源国际性培训现状分析。第三部分针对上述问题提出了国有商业银行在人力资源培训建设具体对策。
As the human being enters the 21th century, human resources becomes the strategic part. The competition between financial institutions after China's entry into the WTO is fundamentally the competition for the talents. The current human resources management in State-owned commercial banks meet great pressure and challenge.
In view of the problems existing in the development and management of human resource, State-owned commercial banks must take practical measures to strengthen the development and management of human resource, improve the quality of human resource, in order to meet the requirement of the development of financial business and the horizontal competition. State-owned commercial banks should implement financial talents strategy, and make great efforts to the training of talents. Meantime, pay attention to the effective usage and reasonable allocation of human resources. State-owned commercial banks should attach importance to the construction of training system, improve the structure of human resources, and do a good job for the professional trainingcareer development.
The thesis is composed of three chapters, mainly focuses on the international thoughts of the labor training in State-owned commercial banks. The first part describes the meaning of the labor training in State-owned commercial banks on globalization. Then finds the problems of the labor training in State-owned commercial banks. Thus points out that some improvement the ways of the labor training in State-owned commercial banks to settle the above problems.
尤其是在人力资源培训上国有商业银行要更新理念,实施金融人才战略,强化人才培训。注意人力资源资源的有效使用和合理分配,重建人力资源培训体系、改进人力资源结构、加强教育培训队伍建设。在此基础上我国国有商业银行才能在激烈的市场竞争环境中逐步确立自身的竞争优势和竞争地位,确保自身在未来复杂的进入市场竞争过程中保持不败的地位。
论文分三个部分对国有商业银行人力资源培训的国际性思考进行了深入分析。第一部分主要阐述了全球化背景下国有商业银行人力资源培训的国际性内涵与意义。第二部分主要是针对入世后国有商业银行人力资源国际性培训现状分析。第三部分针对上述问题提出了国有商业银行在人力资源培训建设具体对策。
As the human being enters the 21th century, human resources becomes the strategic part. The competition between financial institutions after China's entry into the WTO is fundamentally the competition for the talents. The current human resources management in State-owned commercial banks meet great pressure and challenge.
In view of the problems existing in the development and management of human resource, State-owned commercial banks must take practical measures to strengthen the development and management of human resource, improve the quality of human resource, in order to meet the requirement of the development of financial business and the horizontal competition. State-owned commercial banks should implement financial talents strategy, and make great efforts to the training of talents. Meantime, pay attention to the effective usage and reasonable allocation of human resources. State-owned commercial banks should attach importance to the construction of training system, improve the structure of human resources, and do a good job for the professional trainingcareer development.
The thesis is composed of three chapters, mainly focuses on the international thoughts of the labor training in State-owned commercial banks. The first part describes the meaning of the labor training in State-owned commercial banks on globalization. Then finds the problems of the labor training in State-owned commercial banks. Thus points out that some improvement the ways of the labor training in State-owned commercial banks to settle the above problems.
引文
[1]孙柏瑛。公共部门人力资源管理.北京:中国人民大学出版社,1999.2.
[2]孙柏瑛.公共部门人力资源管理.北京:中国人民大学出版社,1999.2.
[3]王磊.加入WTO后中国人力资源管理与开发对策[J].中国人力资源开发,2001(11):9-11.
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[6]余凯成、程文文、陈维政.人力资源管理嗍.大连理工大学出版社,1999.
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[11]张宁俊.国有商业银行员工技能及储备与人力资源现状分析[C].第三届中国金融论坛论文集,2004.1-14.
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[14]外国专家局网.依托海外资源优势加速国际人才培养[EB/OL].http://www.safea.gov.cn/content.php?id=12743304,2007-01-19.
[15]中国宏观经济信息网.WTO对中国银行业影响[EB/OL].http://www.macrochina.com.cn /zhzt/000019/001/20010417000240.shtml,2001-04-17.
[16]王山.基层中央银行人力资源培训问题的若干思考[J].浙江金融,2007(05):12.
[17]吴学花.论中外资银行的人力资本竞争[J].济南大学经济学院 2004(1):24.
[18]邢士彦、柳海英.新形势下国有商业银行人力资源管理的战略选择[J].投资与理财,2004(6):118-119.
[19]徐玉国.现代企业教育[J].国有商业银行人才培育对策,2003(8):21.
[20]重庆市银行业协会网.对重庆农业银行培训创新的思考[EB/OL].http://www.Cqbanker.com/common/all_end.asp?id=1016,2004-12-22.
[21]中国人力资源开发网.创新国有商业银行人力资源管理的措施[EB/OL].http://www.chinahrd.net/zhi_sk/jt_page.asp?articleID=102803,2006-5-31.
[22]江西人才培训.人力资源培训整合模式研究[EB/OL].http://www.jxrcpx.com/rnews.asp?newsid=554,2005-10-10.
[23]彭炜、刘念.浅议国有商业银行防止人才流失的方略[J].金融与经济,2007(2):91-92.
[24]中国投资学会网.现代商业银行与人力资源的智能开发[EB/OL].http://www.chinatzw.com/zhangqian.html,2006-5-7.
[25]中国商业银行培训网,银行人力资源管理的创新[EB/OL].http://www.tooinique.com.cn/money/renliziyuan/renliziyuan01.html,2006-5-31.
[2]孙柏瑛.公共部门人力资源管理.北京:中国人民大学出版社,1999.2.
[3]王磊.加入WTO后中国人力资源管理与开发对策[J].中国人力资源开发,2001(11):9-11.
[4]中国经济新闻网.国际化促进银行业良性发展[EB/OL].http://www.jjxww.com/show.aspx?id=53064&cid=133,2007-11-26.
[5]李德志、张顺.当代中国公共部门人力资源管理与开发[M].北京:科学出版社,2004.297.
[6]余凯成、程文文、陈维政.人力资源管理嗍.大连理工大学出版社,1999.
[7]中国投资学会网.现代商业银行与人力资源的智能开发[EB/OL].http://www.chinatzw.com/zhangqian.html.2007-04-16.
[8]国际金融报.商业银行高校人才战提前打响[EB/OL].http://jjckb.xinhuanet.Com/xwjc /2007-11/07/content_73012.htm,2007-11-07.
[9]中宏网.商业银行的国际化战略[EB/OL].http://news.ccw.com.cn/news/htm2003/20030807_1550y.htm,2003-08-07.
[10]中国金融界网.优化人力资源配置 加强员工思想道德建设[EB/OL].http://www.zgjrjw.Com /news/11tt/2008331/1554810865.html,2008-03-31.
[11]张宁俊.国有商业银行员工技能及储备与人力资源现状分析[C].第三届中国金融论坛论文集,2004.1-14.
[12]中国开放人才网.通用培训:中国企业国际化之路 http://hr.ohr.cn/iKnowhow/174/144/3971045406703.shtml,2007-03-08.
[13]沈阳市人才工作网.现代商业银行培训体系初探[EB/OL].http://www.syrc.gov.cn/news.asp?newsid=911,2006-10-12.
[14]外国专家局网.依托海外资源优势加速国际人才培养[EB/OL].http://www.safea.gov.cn/content.php?id=12743304,2007-01-19.
[15]中国宏观经济信息网.WTO对中国银行业影响[EB/OL].http://www.macrochina.com.cn /zhzt/000019/001/20010417000240.shtml,2001-04-17.
[16]王山.基层中央银行人力资源培训问题的若干思考[J].浙江金融,2007(05):12.
[17]吴学花.论中外资银行的人力资本竞争[J].济南大学经济学院 2004(1):24.
[18]邢士彦、柳海英.新形势下国有商业银行人力资源管理的战略选择[J].投资与理财,2004(6):118-119.
[19]徐玉国.现代企业教育[J].国有商业银行人才培育对策,2003(8):21.
[20]重庆市银行业协会网.对重庆农业银行培训创新的思考[EB/OL].http://www.Cqbanker.com/common/all_end.asp?id=1016,2004-12-22.
[21]中国人力资源开发网.创新国有商业银行人力资源管理的措施[EB/OL].http://www.chinahrd.net/zhi_sk/jt_page.asp?articleID=102803,2006-5-31.
[22]江西人才培训.人力资源培训整合模式研究[EB/OL].http://www.jxrcpx.com/rnews.asp?newsid=554,2005-10-10.
[23]彭炜、刘念.浅议国有商业银行防止人才流失的方略[J].金融与经济,2007(2):91-92.
[24]中国投资学会网.现代商业银行与人力资源的智能开发[EB/OL].http://www.chinatzw.com/zhangqian.html,2006-5-7.
[25]中国商业银行培训网,银行人力资源管理的创新[EB/OL].http://www.tooinique.com.cn/money/renliziyuan/renliziyuan01.html,2006-5-31.