Management Problem And Solution Study On State-owned Commercial Banks' Human Resources

With the increase of domestic competition and the cancellation of limit for foreign banks'account executive, the state-owned bank is facing the unprecedented stern challenge. How to meet the challenge, enhance the competitive ability? The state-owned bank should set up the concept which the talented person subdues. "The human resources will be the first resources", the thought applies in the banking industry, formulates the talented person goal of bank development and the competition strategy, and from raising talented person consider state-owned bank developmentAlthough most of the commercial banks have changed the personnel department to human resources department in recent years in China, it's still at the traditional personnel stage to locate the human resources department's role and to know its function. It also makes the commercial banks'human resources management mainly have following problems:1,The staff drains seriously, the talented person is short.2,The way of managing the staff is quite stereotypical, and the personal willingness is ignored.3,The training mechanism is not sound, and the pattern is unitary.4,The promotion space is relatively small, and the administrative color is quite thick.5,The standard of inspection and encouragement is not clear, and the transparency is not high.In view of above questions, the core proposition of this article is to pop out the methods that solve the problems which commercial banks especially state-owned commercial banks have by learning overseas outstanding human resources management experience, unifying our country's reality of human resources management, and referring to the ICBC Dongguan Branch's reality. The improvement of commercial banks'human resource management must be obtained from following aspects: firstly, construct "humanist" enterprise culture, and raise staff's ownership feeling; secondly, design human resources management scientifically, and respect the staff willingness; thirdly, establish open, fair, and transparent inspection mechanism; lastly, strengthen training, and improve the staff quality.The biggest innovation part of this article is that there is no sole introduction of theories, but writing in accordance with the ICBC Dongguan Branch's real situation, especially the reality of human resources management. It makes the entire article more substantial, and concrete.