State-owned Commercial Banks Human Resource Allocation

In our economic life, the financial industry plays an more and more important role to the whole economic society. Financial institutions operating efficiency, development performance are critical to the entire national economy. They are particularly important. China's state-owned commercial banks are the important components of financial sector. It plays an important role in China's financial and economy.With China's gradual opening to the outside world financial markets, foreign banks have gradually occupied in market share in the domestic financial sector. The closed situation of state-owned commercial banks to the outside was broke. In addition, the joint-stock commercial banks have become increasingly strong.They are growing market share gradually. The monopoly of state-owned commercial banks to domestic market will gradually be broken. They will be faced with more severe challenges and more brutal competition.Human resource allocation problem is the key issues that state-owned commercial banks need to focus on resolving. In face of the fierce competition and the full liberalization of the financial market, the competition of human resources among banking industry will become more intense. As the reason of institutional mechanism, there are some problems in the state-owned commercial banks, such as the allocation of human resources efficiency is not high, the problem of irrational structure. This situation is seriously restricting efficiency of the allocation of human resources of the state-owned commercial banks, which is still in the development stage in the reform. It influences the state-owned commercial banks to improve core competitiveness to a large extent. As the constant deepening of reform of the state-owned commercial banks, we must need to reform state-owned commercial banks human resource distribution and upgrade the level of human resources management. Only through this, we could strengthen state-owned commercial banks core competitiveness, and increase the efficiency of the allocation of human resources.This paper starts from state-owned commercial banks of the particularity of human resources management, human resource allocation status and needs of human resources. It is proposed by some state-owned commercial banks human issue of resource allocation ideas in the aspects of the establishment of a sound system status, setting reasonable staff size, and staff recruited to reform and improve the system of workers their promotions, staff training system reform and establish a highly efficient human resources management, operation mechanism, etc. By the main contents include:1. The particularity of human resources management of State-owned commercial banks. Mainly describe the particularity of human resources management of the state-owned commercial banks, from the aspect of the four major state-owned commercial banks the main features, the staff composition and characteristics of the work.2. The status quo distribution of human resources of State-owned commercial banks. Mainly from the distribution of human resources outlined, the state-owned commercial banks, such as human resource allocation aspects of the status quo, the state-owned commercial banks unreasonable allocation of human resources, analyzed the causes for the listing of state-owned commercial banks imbalance in the allocation of human resources unhealthy phenomena.3. Policies and measures about State-owned commercial banks adjusting the allocation of human resources. Putting forward strategies and measures from the main six aspects:In the aspects of the establishment of a sound system of posts, it raised the need to optimize the post settings, types of jobs, assessing job value. In the aspects of determining reasonable employee size, raising the need to scientifically determine the staff size, appropriate adjustments staff structure, and positions qualification system, talent evaluation methods to achieve diversity and differences in recruitment practices, the establishment of a multi-channel mechanism of withdrawal from the staff. In the aspects of recruited reforming, it raised the need to change the traditional way the staff recruited under the staff structure and business development, according to directional recruited for positions. In the aspects of improving staff promotions system, it presented the proposed restructuring of the state-owned commercial banks after the post system, as well as the duties and the promotion of the idea of transformation in the reform of staff training system, raised the need to innovative forms of training, strengthen teacher training force. In the aspects of establishing efficient human resource management, It put forward a number of measures operation mechanism, such as focusing on promoting its human resources reform, a clear human resources management responsibilities, and establish and improve human resources management and system support platforms.