Research On HR Management And Optimization Of GZ Rural Commerce Bank

Among the bank's resources available,management of human resource is the most active and the most critical factor.Therefore,the management of the corporation or enterprise is the management of human resources from the perspective of operation.The essence of corporation is the process in which corporation and employee work in hands to achieve specific goals.Modern banking and financing institutions mainly engage in financial services.And the most important resource that they have processed and invested is human resources.In recent years China's banking industry began to transform step by step,whose business upgraded from single deposit business to the composite business which was based on deposit and loan business and featured for diversified intermediary business,as well as the development of financial products and service.It is necessary for the banks with positive change to upgrade the human resources requirement to human resources with diverse talents.And the management of human resource has become the key factor for the operational efficiency of banking industry.Therefore,the competition of modern commercial banks is involved to the competition of human resource and human resource management.In order to achieve business goals,commercial banks need to build up employee's team with positive working attitude,high overall quality,warm working enthusiasm and creativity.The advantage of human resources for a certain company is limited.In order to save the overall operation costs,human resource will become the major unit to cut down the cost.As a result it is necessary to build up correct concepts of human resource and implement practices of management to maximize the benefits of corporations with limited human resource.For the commercial banks,the concepts and management levels of human resources have become the major keys.Without advanced management concepts and theories,commercial banks can no longer achieve short-term business goals and achieve long-term development.Therefore,commercial banks cannot gain competitive advantages and developing capabilities which leads to failures in the fierce competition of market.There are hundreds of commercial banks in China.Except for four major state-owned commercial banks,most other commercial banks are small or medium-size banks.Comparing to four major state-owned commercial banks,they have various disadvantages such as later founding,limited capital,limited target customer groups and weak capabilities of competitiveness.As the objective factors cannot be changed in short-term,human resources has become important compositions of the competition for commercial banks.This study made a detailed analysis of human resource management of GZ rural commercial bank and illustrated the existed problems.First of all,the paper utilized the reference material and facilitated investigation by reviewing the documents and research achievements.It investigated the human resource of GZ rural commercial banks and understand actual situation of GZ rural commercial banks by empirical investigations.Secondly,the paper illustrated the problems by questionnaire for employees in GZ rural commercial banks.And it provided the optimization suggestions for different modules.The paper included six parts.The first part was the introduction,including research background,research significance and domestic and foreign study achievements.The second part was the introduction of human resource theory,including theories of human resource management,theory of Maslow's Hierarchy Requirement,theory of Equity and theory of employee motivation.Third part took GZ rural commercial bank as an example.It analyzed current human resources situation in-depth and described the problems of human resources.The fourth part provided the optimization strategies for human resources of GZ rural commercial banks,including optimization of human resources strategies,optimization of recruitment system,optimization of human resource reserve system,optimization of performance appraisal management,optimization of compensation management system and optimization of training management system.The fifth part provided some guarantee measures for the implementation of the optimization measures,including the development of long-term human resource strategy,re-design of organizational structure and the construction of excellent corporate culture.The sixth part is the conclusion of this study achievement,including brief summary,new concepts of paper,research limitations and research prospects.