| With the further reform of the financial market, and the Internet further impact on financial industry. The competition among the banks become increasingly fierce. Human resources management has become an important competitive advantage of the banks. Job matching is the key to maintain stable development of the bank. As an extremely important aspect of the Bank’s human resources management, the establishment of job rotation system, has played a very important role for the standardization of the bank’s management. It will help to improve the bank’s execution and to achieve strategic objectives.By long-term influence of the Chinese economy, the traditional management has still be used, the current management led to weak competitiveness. Although the joint-stock reform of the Bank of Xi’an has been carried out, but there are many historical problems in the system. Especially in the introduction of labor branch system now, labor dispatching system of employee job rotation and job matching problem caused by the employees’less enthusiasm, a strong appetite departure, problems such as the great decision makers for the development of the bank of Xi’an policy implementation. Therefore, there’s an urgent need to establish a scientific and reasonable system of job rotation.This thesis is based on the analysis of the current status of Bank of Xi’an’s job rotating system for dispatched employees and found that this bank is lack of scientific job rotating system and also the job development system is too simple, which restrict the development of the dispatched employees. Combining the talent-job fit theory, career management, career development plan, the research methods of this thesis are literature research, comparative analysis, genesis analysis, etc. Via collecting the data of people structure, age, education, job distribution, contribution, compensation of the dispatched employees, this thesis compared the difference of dispatched employees and contracted employees in these aspects. This thesis explores the problems of branch C which existing in the current job rotation such as lake of post and post grades, vague training directions, unequal pay for the same job. Through establish the job sequence and post classification, optimization of salary system, expand the career development plan for the employees of Branch C and sort out better post level rank, which considered the age, qualification of the employees and combined with scientific evaluation system. It can provide the bank a logical plan to arrange the job rotating time and term, and make every effort to design the most suitable project for job rotation of employee of labor dispatching of branch C, Bank of Xi’an, by all means to change the current embarrassing situation of the single career paths, and the employees are locked in one post, without further enhance. Finally, this thesis has put forward opinions that the bank should insist on the principle of fairness, improve the supporting measure such as inspection and supervision system, incentive system.This thesis has put forward opinions and suggestions to solve the present problems of job rotation mechanism of bank of Xi’an branch C, and make a little contribution. It has practical significance for the bank’s job rotation system optimization, and has reference significance for the development of financial industry job rotation system. |
