Human Resource Management Of State-owned Commercial Banks

The banking industry belonged to the knowledge-intensive service industry, the same financial product, the similar service as well as the human capital non-special-purpose determinated that banking industry's competition finally summed up to the human capital competition. Along with the after-financial-time arrived, the state-owned commercial banks have completed the joint stock system one after another, and gradually turn to modern financial enterprise, but in the market competition with foreign capital bank and in the joint stock system bank, the state-owned commercial banlcs did not have the superiority, prominently displayed in the reduced of market share , the lower average personal benefit and the serious of brain drain, these questions became the bottleneck and the puzzle of the state-owned commercial banks further development, indeed, The state-owned commercial banks have carried on the attemption and the exploration in the HRM aspect, but still did not have the important improvement, so the reform of the state-owned commercial banks' HRM falling into the difficult position.This article summarizes the predecessor studies, makes more closer to the work reality, enhances the operational ability of HRM system. Takes more attention to the key function of encouragement, training and the status of stuff thought. Analysis the detail problems, overcomes the cavity of theory, the difference of practice, achieves to the reality and feasible.This article is divided to six chapters. First chapter for writing background and research mentality. Second chapter has carried on the summary to the HRM production and the development as well as the HRM research direction, and elaborates the synthesis encouragement and the general training economic model.Third chapter unifies banking industry development situation of our country, analysis the prominent problem of the state-owned commercial banks' HRM, including brain drain serious, the mechanism of encouragement and training, the achievements examination and the staff thought condition, proposes corresponding, detail and feasible solution; The fourth chapter takes the ICBC as an example, introduces the HRM system of ICBC at present, analysises the concrete question, makes effort to solve the existence problem in the existing frame. The fifth chapter proposes a new mentality of HRM to find an innovation foe idea, attempts to analysis the HRM problems by person's double attribute.