Research On HB Bank's Human Resources Allocation Optimization

With the deepening of the market-oriented reform of interest and exchange rates,under the background of increasingly improved multi-level capital market system and the rise of Internet finance,the environment of the banking business is undergoing dramatic changes.The competition in this field is becoming increasingly intense with a new pattern that is brewing,so how an enterprise achieves a better survival in this new situation becomes a most important question for all the commercial banks.The rational allocation of human resources is a critical part for commercial banks to build their competitive advantages.Different allocations of human resources will lead to different effects,so for managers,making a full play of the advantages of existing resources is fundamental for the development and management of human resources.This thesis takes the HB Bank as an example to probe into the allocation of human resources of the bank.The first part is focused on the background and major significance of the topic,and the arrangement and analysis of the research results on this proposition by domestic and foreign scholars as well as the writing thoughts of this thesis;then,from the perspectives of connotation,pattern and essential factors of human resources allocation,the second part analyzes the method,mechanism and impact factors of human resources allocation of commercial banks,and introduces the person-job matching,person-organization matching and quality models;the third part includes an introduction of the human resources management system of the HB Bank,an analysis on the total human resources,specific structure,distribution and other factors,and also a brief introduction about the existing human resources allocation of other commercial banks in the same area,where a conclusion is achieved through data comparison;the fourth part points out the problems in the human resources allocation of the HB Bank,and analyzes their causes from three aspects including the total number & structure of personnel and the business development needs,personnel distribution and actual position requirements,staff quality and market competition requirements;the fifth part is the design of allocation optimization program,specifically including the implementation of strategic human resources management,adjustment and optimization of management model,standardization and introduction of human resources,innovation of personnel training methods,and improvement of the existing human resources allocation systems and mechanisms;and the sixth part is the conclusion.