The Research On The Relationship Between Human Resource Management And Firm Performance In The State-owned Commercial Banks

In the era of knowledge economy, human resources as the first resource of the enterprise has already become the consensus, however, the human resources management of our country is still in the initial stage, the research on the relation between the less, the conclusion of the study is not consistent, the state-owned commercial banks as the object of study is scanty. The state-owned commercial banks as the core of China’s banking industry, influence the direction of development of China’s banking industry, the human resources management has its unique. However, due to the special situation of our country, the state-owned commercial bank has not fully market-oriented, lack of independence and autonomy, coupled with the impact of administrative intervention leads to human resource management in the state-owned commercial bank has not been properly developed, there exist a series of problems. In today’s fast changing global financial environment, the state-owned commercial banks need to improve the level of human resource management to enhance sustainable competitiveness.This paper combination with the previous scholars at home and abroad for researches on the relationship between human resource management and corporate performance and analysis of the current situation and problems of human resource management of state-owned commercial banks, to collect data through the questionnaire survey, and analyze the reliability and validity of the data, and then use analysis method to study the state-owned commercial bank human resource management and enterprise performance the empirical. The results showed that, there was a positive correlation between human resource management practices and firm performance in the state-owned commercial banks, which improve the level of human resources management to promote the enterprise performance; six dimensions of human resource management practice-the human resource planning, recruitment and configuration, training and development, performance management, salary management, employee relations are positive correlation with the firm performance, the salary management, the greatest impact on enterprise performance, that is say the employee salary is still the incentive mode. Assumptions have been verified.The structure of this paper are as follows:the first chapter is the introduction, proposed research background, purpose and significance of the research, the research ideas and methods; the second chapter is the literature review, review of human resource management and enterprise performance theory and Research on the relationship between the two; the third chapter points out the existing problems and reasons of the current human resource management in the state-owned commercial banks; the fourth chapter is based on the mature scale empirical test by scholars, and then design the questionnaire, and put forward the theoretical model and research hypothesis is constructed in this paper; the fifth chapter is the empirical analysis part, firstly, the effective questionnaire data collected were analyzed by descriptive statistical analysis, and then the correlation and regression analysis of the relationship between human resources management and business performance; the sixth chapter combined with the theory of human resource management, put forward specific countermeasures and suggestions to improve the level of human resource management of state owned commercial banks in China; the seventh chapter summarizes the research conclusion, points out the shortcomings of this research and prospects for future research.