Zhengzhou City, Rural Credit Cooperatives, Human Resources Management System Study

Rural credit cooperatives are the main force in rural finance and an important part of the financial sector. The financial services industry is knowledge-intensive service industries, no difference in products and services, the non-exclusive in human capital determine the competition in the final services industry ,which depend on the competitiveness of human capital. From deepening reform of rural credit cooperatives of the State Council in 2003 , the rural credit cooperatives in Zhengzhou City has completed progressively the inventory, increasing share capital and the reform of corporate governance structure and gradually transited to a modern financial enterprises. However , the competition of state-owned commercial banks and joint-stock banks do not have advantages, especially the low proportion in the market, the lower the per capita benefits and the serious brain drain, these issues become a problem the further development of rural credit cooperatives bottleneck, of course, bold attempt and exploration have been done in human resource management, there is still no big improvement, making rural credit cooperatives reform human resources management in a difficult position..In this paper, Rural credit cooperatives carry out a comprehensive analysis of the status quo for human resources froming the idea of Backward management, "corporate culture" to the imbalance between the quality of staffing deficiencies, as well as the backward training , especially for a sound performance appraisal, using the advanced concepts in modern human resources management , using mathematical and system theory, quantitative analysis and qualitative analysis "Person of the principle" as the core values. On the basis, in accordance with the requirements of rural credit cooperatives reform this article has been put forward the human resources of rural credit cooperatives reform measures from the "people-oriented" concept of human resources as a guide, the long-term planning of human resources as the basis of" Client Center-type "configuration of human resources as the main structure, performance evaluation mechanism, the mechanism of competition mechanism for the flow of talent, training mechanism for the core content, and exploring the new situation, a new system of rural credit cooperatives under the human resources management framework. Modern human resources management theory and practice of rural credit cooperatives are closely linked, which are the main innovation of this article, human resources in the rural credit cooperatives in urgent need of a new theory of change in motivation, this research has a strong practical significance, playing better theory guiding role.