The Research On Human Resource System Of Modern Banks (1897～1937)

With Chinese financial market fully opened, all kinds of foreign-funded banks have been entering the country, resulting in personnel, especially high-level talent competition, domestic banks facing a brain drain crisis. In this case, how to ensure that domestic banks nurture and retain talent has become an urgent problem. How to resolve? It is necessary to practice the establishment of a reasonable efficient human resources management system. How to create? We need to absorb foreign advanced management theory, experience, but also in practice consciously absorb Chinese long history of the nutrient. In fact, in modern times, Chinese banking regulators have recognized the importance of human resources management.The adjustment has done a lot of useful bold attempt. Despite all these attempts inadequate, but to absorb talent, stability and so will, no doubt their enthusiasm.First of all, this paper from the traditional financial institutions, starting with the human resources management and found them in the long-term evolution of the process of forming a set of effective personnel management mechanisms to promote the development of the business, but to be geopolitical, relatives cited as the core of the shop , Apprenticeship, and he shares, and other factors within the volumes of bound, in the absence of a positive factor in the introduction of external circumstances, they become the votes of the decline of industry, such as one of the factors. However, they are in practice or the experience accumulated for the formation of modern China Banking, foreshadowing the development of the necessary human resources.Second, the focus of this paper in the Bank of China of the modern human resources management framework for formation and evolution process, that China's modern banks in the absorption of the traditional financial institutions and management experience has been formed on the basis of a set of rational use of personnel system. In particular, these systems are through recruitment, training, incentives, assessment and promotion and other steps to achieve the start. Recruitment, breaking the traditional limitations of the institutions closed, starting from the country and the world to recruit qualified personnel.training, completely broke the traditional institutions"to help, the band"the mode of training, implementation and training of the international community. Breaking the traditional institutions are limited stocks, and other incentive mechanism, formed a short-term and long-term integration of the incentive system. evaluation and promotion, breaking the traditional institutions of the black-box operations, implementation of scientific, rational, comprehensive and transparent assessment promotion management system.Again, the paper through Shanghai, Jincheng, Zhejiang Industrial Bank, and other three cases of human resources management of the bank staff recruitment, training, incentives, assessment and promotion, and other aspects will not only further confirms the above-mentioned framework, but also in the basis of this framework On the line also has its own characteristics. This feature is not unconditional copy the experience of foreign banks to manage the results, but in the context of the environment at the time of advanced foreign experience in a reasonable absorption. So not only can continue to develop, create and retain talent, but also the talents come to the fore.Finally,we think about the Bank of China reflection of modern human resources management system of evolution again, it is not difficult to come that a successful human resources management system, should be an open, innovative, practical fusion of traditional and integrated management system.