Esearch On Human Resources Allocation Of Bank Of China Shenzhen Branch

With the advancement of the Shenzhen-Hong Kong integration, as well as the establishment of QianHai Shenzhen-Hong Kong modern service industry cooperative area, the status of Shenzhen regional financial center has become increasingly prominent in recent years. The competition of banks get to the unprecedented fierce, competition among commercial banks from product competition to competition in the market, which essences to be the competition of human resources, human resources has become the first resource for financial enterprise without controversy.As a branch of Bank of China, established in Shenzhen, Shenzhen branch clearly stated that through the joint efforts of all employees, strive to become the regional market leader in Shenzhen in2014, which the vast majority of business market share and innovation capacity among the first in the industry, to become the market leader. Therefore, the implementation of the development strategy is to stimulate the work of all the staff enthusiasm, and the use of Human resources, enhance the front competitiveness of business.This paper first introduces the topic of background significance, financial sector human resource allocation theory, and the study situation of homeland and abroad, then introduction of the human resource allocation from the organization set, staffing situation, regional peers configured comparison, analyze the problems in the allocation of human resources and causes, finally optimize the allocation of human resources programs by human resources needs, job analysis and design of key positions, adjust the organizational structure and management model, adjust the allocation of human resources structure, attention to personnel training and improve the career path construction, strengthen human cost control, performance management reform, as well as emphasis on the introduction and training of human resources, strengthen corporate culture, improve enterprise to keep employees, develop Employee Assistance Program, implementation of dynamic allocation of human resources management, in order to optimize the allocation of human resources.