Study On The Human Resource Management Problems Of M Rural Credit Cooperatives

Nowadays, in the information and knowledge economic time, the industry base onscientific technology turns into the social main industry. The economy allocation is based onthe occupation of the knowledge, and the core resource of economy development is the high-quality human resource.In the bank the competitive advantage, human resource as oneinimitable and specific resource, is the source to keep the competitive advantage for the bank.It is the first resource. The rural credit cooperative as the main force of rural finance,especially in the rural finance, plays the irreplaceable important role. It is the main channel ofthe capital source for the issues of agriculture, and takes the important tasks for serving theagriculture and supporting the regional economy development.The human resourcemanagement of rural credit cooperation is still in the transitory stage from the traditionalpersonnel management to the modern human resource management. Its management meansand study is still in the laggard status. That affects the operation and development of the creditcooperation greatly. Therefore, to achieve the goal of turning the rural credit cooperative intothe modern financial enterprise, it is the crucial to reform the human resource management.This paper will apply the advanced concept of human resource delicacy management tothe human resource of the rural credit cooperative. In the research process, this paper appliesthe normative analysis, and combines the quantitative analysis with the qualitative analysis toanalyze the current human resource situation of the rural credit cooperative in M city.It willanalyze the concept of human resource management, the overall quality of the staffs, theallocation of the unbalanced members, the shortage of trainig and the salary motivationsystem etc. Base on learning from the advanced enterprise human resource managementexperience in China and abroad, according to the demand of the rural credit cooperativerevolution, this paper presents the solutions for the human resource management anddevelopment directly. By specifying the systems of staff recruitment, staff management,performance management and training development etc, to bring in the competitivemechanism, improve the salary allocation system, enhance the salary incentive and restrictivemachanism function and strengthen the team establishment to improve the staffs’ whole comprehensive quality, it provides the valuable management system and policy suggestion tothe human resource management revolution for the rural credit cooperative in M city.