Jilin Province Postal Savings Bank Human Resources Management Present Situation Investigation Report

Today, State-owned commercial banks are facing a highly competitive and rapidly changing economicenvironment, human resource management has become the key to competition between State-owned commercialbanks, Jilin province postal savings bank as a modern service-oriented enterprise in Jilin province, still is a periodof enterprise development in China. But frequently encountered during business expansion "bottlenecks" search tothe bottom and found that there are many problems in the management of their human resources, and employeesunable to adapt to the globalization of information, knowledge and technical capacity needs.We use Jilin province postal savings bank as study case in this article, the use of survey questionnaires,interview, case study analysis, starting from the human resources management present situation ofJilin province postal savings bank, through the author’s investigation found that Jilin province postalsavings bank human resources management are as follows:(1) recruitment is simple. Mainlythrough universities, recruitment, interview two written tests and the traditional way, primarily inorder to meet the shortage of gang recruitment, limited to ensure the recruitment of qualifiedpersonnel working in this position, the actual realization of the "vocational" matching results.(2)Employees training model of a single training behind training less effective.(3) Employee jobpromotion prospects are not clear.(4) Pay system there is not reasonable.There are many exists problems in resources management, author combined managementtheory, made has corresponding of recommends: multi-channel of recruitment forms, internalrecruitment and external recruitment phase combined; established science of human resourcestraining system, played human resources management of energy, in all branch establishedprofessional of training center, formed professional training team; in pay management aspects,should established effective of performance examination and pay distribution system, and reformexisting of pay system, played pay of incentive effect; Staff promotion should address the officialstandard, performance system should be implemented for professional positions, communicatingwith staff, play a rotation mechanism.