The Study Of Human Resource Management Risk In State-Owned Commercial Banks

The phrase of human resource is put first forward by Peter. He thinks that the human resource owns the character that other resources have not. Modern business enterprises all regard the human resource as the strategic resources for their existence and development. They think the human resource is the most important property. Therefore, the good management of the human resource, developing the human resource potential with maximum limit, insuring the little or no risk of it, are all important targets with common business enterprise. The state-owned commercial bank is the important part of the modern business enterprise. They play the key role in the social economic activities. Its guarding against the human resource management risk is the demand of the enterprises management, the reform for the enterprises, the orientation of market competition environment and promotion of personal development of employee. Good management of human resource can combine the organization target with personal target organically. These all have the special meaning to the economy, society and the banks. Because of many reasons, present condition of business enterprise human resource management in our country is worse, there are still more problems. Affected by these objective factors, the state-owned commercial bank human resource management present condition may be sorrow. The management risk is very outstanding. The risk may result in huge lost. So they need to adopt the valid measure urgently, set up science, perfect and valid management system, guard against and control the risk. 1.the present condition of state-owned commercial bank human resource management. Currently, the state-owned commercial bank personnel's quantity and the quantity structure are dissymmetry, the total amount is too much, the quantity is low and the culture and professional structures are not reasonable. There lack of talented persons of high level. Employee's age and knowledge structure are aging. The talented person appears to break the layer. The human resource arrangement is not reasonable, appearing the "pour the pyramid"type. The lack of and waste of talented person keep both. Talented person development and usage is dissimilarity. The human resource flowing is seriously losing control of. The mainly management problems are: (1) The human resource management system is not sound and the system does not match the state-owned commercial bank's developing strategy and development target. (2) The selection and arrangement mechanism of the human resource are not sound, can't stir up the potential of human resource. (3) Lack of long term encouraging mechanism and the scientific evaluation means for the employee's behaviors effectively. The employee's enthusiasm can't be developed with maximum limit. (4) The investment of human resource management is not enough and valid development of the resources is short of. 2.the performance of state-owned commercial bank's human resource management and the bane of risk. From the study point of commercial bank's human resource management risk, we mainly have these risks: (1) The risk of employment. This is the first link of the human resource management and first step to guard against the risk. It consist of: the standard positions risk, cost repay risk, outlet selection risk, distinguish risk, invite delinquent in duty risk and replying speed risk. (2) The risk of choosing and using persons. This is the key risk of management. Main performance include: standard inflexible risk, the risk that power excessively concentrate, the risk of the method is too simple and the risk of the leader's character. (3) Training risk.The training is a kind of investment behavior, its risk have: the risks of training idea , training technique, training item and the loss of talented people after train. (4) Performance evaluation risk.Mainly include: the risk of evaluation standard which is too general and abstract, the risk of obscure post responsibility, the risk of examing method and techniques are too simple. (5) The salary encouraging risk. It is mechanism that draws on the person and keeps the person. This risk is the biggest one. Mainly include: The salary system is not reasonable, average doctrine is Serious; the income level is generally low, comparing with the other banks; the salary allotment link little to the evaluation and its encouraging function to the employee is little; the way of salary assignment is simple. The salary system does not match the strategy of state-owned commercial banks. The reason of these risks formation can return the knot as three factors: First is an environment factor. Second is management factor and third is the characteristic of human resource. They are huge risk to the bank. It can cause not only the non-normal loss of bank tangible assets, injure the bank prestige,but also interfere and break the total strategy of the bank, obstruct healthy development of the bank. 3.Set up the risk system of human resource management in state-owned commercial banks. To guard against risk of human resource management, to state-owned commercial bank, is already not only the safe line of banks, but also a protected wall of various managements of bank work. We must set up such system as soon as possible. (1) Set up the organization management system. â‘ Confirm the principle that people is the center and core resources in the bank. We should set up four kinds of ideas: The human resource is a kind of strategic resources of bank. The human resource is main source that creates the profits. The best talented person is free and the cost is very low. The ages of the knowledge-based economy is talented person's sovereignty ages. The content of management based on people should be well understood. The idea of depending on the person, respecting the person, training the person, developing the person, evaluating the person should be persisted. â‘¡Establish and make perfect human resource management and develop the valid employee management system. Strengthen the leadership to the management, build up the human resource management troops and draw up the good management development programming. (2) Make perfect guarding and controlling system. â‘ Be strict and assure that the organization recruit into quite proper person. We should explicit recruit standard, extensively collect the information, adopt the diversification method of evaluation and choose good recruit representative. â‘¡Make lucid the channel of choosing the person. Insist the principle of choosing person publicly and fairly. Make perfect the staff's management system, work hard to create good environment, use the quite proper person on the most in keeping with post. â‘¢Carry out the valid and scientific training program. Convert human resource as soon as possible into human capital. Strengthen the analysis of training needs. Draw up and carry out the good training plan and work well the conversion of train the result. Enhance the training quantity. â‘£Carry on the salary system reforms to avoid risk of losing talented people. Practice the results examination, establish target management system, scientifically evaluates each employee equitably. Turn the salary system reform deeply and overcome average doctrine of assignment. (3) Enhance the direct guarantee system.