Research On Human Resource Planning Of Y Branch Of G Ban

As a carrier of knowledge,human resource is not only the scarcest and most dynamic resource,but also a major source of competitive advantages for organizations.With more intensified competition in today’s market,enterprises are faced with more opportunities and challenges.To gain a foothold in the future market,it has become imperative for local commercial banks to develop proper human resource management strategies and planning schemes based on their development strategy,so as to meet the talent demand posed by the financial business model in the new era and secure the brainpower needed for its long-term sustained development.This paper has taken Y Branch of G Bank as an example and conducted a study on its human resource planning.First,based on a review of human resource planning theories,an analysis was made on the overall human resource conditions,personnel structure,and current human resource planning of Y Branch.A questionnaire survey was performed to identify problems in its human resource planning,including the lack of effective human resource planning,deficiencies in the talent flow mechanism,poor effect of compensation and welfare incentive plans,and absence of a smooth career path for its staff.Following this,a forecast was made on the demand and supply of human resource amount and structure of Y Branch in the next four years from 2022 to 2025 with the comprehensive use of empirical prediction method,trend analysis method,and the Markov model.Finally,based on the forecast results,solutions were proposed to achieve a balance in the human resource demand and supply in the years to come,with additional measures provided to guarantee human resource security.By providing solutions on the human resource planning for G Bank Y Branch based on its current conditions,this paper serves to ensure the human resource security of Y Branch in the next four years,thus helping the branch enhance core competitiveness and achieve strategic development goals for 2021-2025.This paper is a useful reference for the human resource planning of other branches.