發(fā)布時(shí)間：2018-05-22 20:30

  本文選題：農(nóng)村信用社 + 培訓(xùn)體系��； 參考：《山東大學(xué)》2012年碩士論文

【摘要】：進(jìn)入21世紀(jì),隨著我國加入WTO,外國金融機(jī)構(gòu)大量涌入,我國金融業(yè)面臨的外部環(huán)境發(fā)生了很大變化,特別是面對的國內(nèi)外競爭日趨激烈。現(xiàn)代社會(huì)銀行業(yè)的競爭,歸根到底是人力資源的競爭。重視人才的開發(fā)和培訓(xùn),在當(dāng)前激烈的競爭中顯得特別重要。 本篇論文的研究目的在于在通過定量分析和定性分析,找到當(dāng)前農(nóng)村信用社在人力資源開發(fā)方面存在的問題,根據(jù)這些問題提出有針對性地建議,為農(nóng)村信用社設(shè)計(jì)一套高效、實(shí)用的人力資源培訓(xùn)體系,以便指導(dǎo)農(nóng)村信用社當(dāng)前的培訓(xùn)工作,進(jìn)而提高員工的綜合素質(zhì),以適應(yīng)農(nóng)村信用社發(fā)展對人才的需要。 在查閱和借鑒了諸多國內(nèi)外關(guān)于員工培訓(xùn)管理的理論文獻(xiàn)的基礎(chǔ)上,綜合運(yùn)用分析歸納法、數(shù)據(jù)分析法、比較研究法等方法,查找出了員工培訓(xùn)現(xiàn)狀的問題點(diǎn)：在以往的培訓(xùn)中未形成核心的企業(yè)文化并灌輸給員工：自身培訓(xùn)體制和制度不健全,沒有系統(tǒng)性和計(jì)劃性；培訓(xùn)未能與員工職業(yè)發(fā)展相結(jié)合,缺乏崗位分析和激勵(lì)措施；缺少自身的培訓(xùn)機(jī)構(gòu)和專業(yè)的師資力量。 根據(jù)當(dāng)前農(nóng)村信用社培訓(xùn)存在的問題,提出了農(nóng)村信用社應(yīng)當(dāng)建立基于農(nóng)村信用社和員工共同發(fā)展的培訓(xùn)體系這一論點(diǎn)。針對這個(gè)論點(diǎn),本篇論文從培訓(xùn)體系的設(shè)計(jì)依據(jù)、培訓(xùn)戰(zhàn)略與目標(biāo)設(shè)計(jì)、培訓(xùn)機(jī)構(gòu)設(shè)置、培訓(xùn)流程設(shè)計(jì)、培訓(xùn)相關(guān)制度設(shè)計(jì)等方面進(jìn)行論述,并且提出了培訓(xùn)體系設(shè)計(jì)的配套措施等建議。 通過培訓(xùn)體系的優(yōu)化設(shè)計(jì),使A縣農(nóng)村信用社的培訓(xùn)與企業(yè)的發(fā)展戰(zhàn)略相結(jié)合,同時(shí)形成以企業(yè)大學(xué)為基礎(chǔ)的培訓(xùn)體系,對員工進(jìn)行系統(tǒng)的、有計(jì)劃、有針對性地培訓(xùn)。通過加強(qiáng)培訓(xùn)提高農(nóng)村信用社員工的綜合素質(zhì),進(jìn)而促進(jìn)A縣農(nóng)村信用社戰(zhàn)略目標(biāo)的快速實(shí)現(xiàn)。
[Abstract]:In the 21st century, with China's entry into WTO and the influx of foreign financial institutions, great changes have taken place in the external environment facing our financial industry, especially in the face of increasingly fierce competition at home and abroad. The competition of modern society banking, in the final analysis is the competition of human resources. Attach importance to the development and training of talents, in the current fierce competition is particularly important. The purpose of this paper is to find out the problems existing in the development of human resources in rural credit cooperatives through quantitative analysis and qualitative analysis, and put forward targeted suggestions to design a set of high efficiency for rural credit cooperatives according to these problems. The practical human resource training system can guide the current training work of rural credit cooperatives, and then improve the comprehensive quality of employees to meet the needs of talents in the development of rural credit cooperatives. On the basis of consulting and drawing lessons from many domestic and foreign theoretical documents on employee training management, the author synthetically applies the methods of analysis induction, data analysis, comparative research and so on. Found out the current situation of employee training problems: in the past training did not form the core corporate culture and inculcated into the staff: their own training system and system is not sound, no system and planning, training and staff career development, Lack of job analysis and incentives; lack of their own training institutions and professional teachers. According to the problems existing in the training of rural credit cooperatives, this paper puts forward the argument that rural credit cooperatives should establish a training system based on the common development of rural credit cooperatives and employees. In view of this argument, this paper discusses the design basis of training system, training strategy and target design, training institution setting, training process design, training related system design and so on. And put forward the training system design supporting measures and other suggestions. Through the optimization design of training system, the training of rural credit cooperatives in A county is combined with the development strategy of enterprises, and a training system based on enterprise universities is formed to train employees systematically, systematically and pertinently. Through strengthening the training to improve the comprehensive quality of rural credit cooperatives employees, and then promote the rapid realization of the strategic goal of rural credit cooperatives in County A.
【學(xué)位授予單位】：山東大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2012
【分類號】：F272.92;F832.35

【參考文獻(xiàn)】

相關(guān)期刊論文 前10條

1 劉雪梅;;我國國有企業(yè)員工培訓(xùn)帶來的思考[J];財(cái)經(jīng)界(學(xué)術(shù)版);2010年03期

2 蔣太才;宋小敏;朱春蘭;;企業(yè)人力資本培訓(xùn)投資效益的綜合評估研究[J];改革與戰(zhàn)略;2006年08期

3 林柔丹;培訓(xùn)系統(tǒng)模型在企業(yè)中的應(yīng)用[J];廣東通信技術(shù);2002年09期

4 宋磊;王家傳;;農(nóng)村信用社產(chǎn)權(quán)制度試點(diǎn)改革績效的實(shí)證分析[J];湖南農(nóng)業(yè)大學(xué)學(xué)報(bào)(社會(huì)科學(xué)版);2007年01期

5 高振勇;;企業(yè)員工培訓(xùn)效果測評探討[J];經(jīng)濟(jì)師;2006年11期

6 凌濤;探索農(nóng)村金融改革新思路——也談我國農(nóng)村信用合作社體制改革的爭論[J];金融研究;2001年07期

7 謝慶健 ,褚保金 ,應(yīng)瑞瑤 ,張茹;改革中求發(fā)展:農(nóng)村信用合作社股份制改造個(gè)案研究——以常熟市農(nóng)村信用合作社改制為例[J];金融研究;2002年02期

8 李中文;趙劍峰;王作輝;;對國有企業(yè)職工培訓(xùn)的思考[J];教育與職業(yè);2000年05期

9 楊洪常,丁秀玲,奚國泉;中國企業(yè)培訓(xùn)管理現(xiàn)狀研究綜述[J];科學(xué)管理研究;2004年01期

10 吳振剛;;關(guān)于員工培訓(xùn)的幾點(diǎn)思考[J];山東煤炭科技;2009年01期

，

本文編號：1923507