Bank Of China, Inner Mongolia Branch Allocation Of Human Resources

In the background of the market economy deepening, the pattern of forms completion changed from product market area to human resources. Human resources are recognized as the first resource. How to arrange the people on the proper positions which can maximize the interests of enterprises becomes the focus of human resources development and management.According to Inner Mongolia Branch of the Bank of China strategic development plan for 2011-2013, the Bank should strive to achieve the goal which doubles the size of the entire banking business in three years. We must be scientific and efficient in the management of human resources as it's the fundamental guarantee. Currently, the Inner Mongolia Business Development Branch is still in the contradictions between business development and human resource, target achievement and HR structure, etc.Compare with the other three state banks, the relative total staff number of Inner Mongolia Branch of BOC is the least. So that the average index is the best but the overall data indicators are often not very good as limited by asset size. At the same time, with the growing competition among banks, the actual workload of front-line work has been increasing. Bank staff growing working pressure challenges the stability and work satisfaction.This paper introduces the historical context, research status, and human resources theory of situation around the topic. Then introduced and compared with other banks from staff in terms of volume and distribution of human resources in Inner Mongolia status of the Bank of China. By comparing and investigate, draw the problems of human resources, and followed the root causes analysis of problems. Finally, suggest the relative optimal allocation of human resources programs from the establishment of strategic positioning, building and improving standards of human resources, adjusting the organizational structure and management, improving human resource allocation mechanism, recycling the stock of human resources, and staff recruitment improvement and training.