Analysis Of Human Resources Management Of The Xinjiang Branch Of Agricultural Development Bank

As a state policy bank,the country put forward new and higher requirements for the Agricultural Development Bank of China to play a role in macro-control lever and credit support for agriculture. The internal comprehensive reforms of the bank will be started this year. The Marketisation management system of human resources and incentive and restraint mechanisms will be established. In the new situation,agricultural issue has become the next trip all concern the reform of human resource management. The human resources reform of the bank has become a high degree of concern.In this study, the theory of strategic human resource management was used as a guide. Firstly, based on carding literatures at home and abroad, related concepts and theoretical framework,we summarized the main practice and characteristics of human resource management from modern bank. which is serves as a theoretical foil for the xinjiang branch to study human resources management reform. Secondly, on the basis of obtaining the first-hand investigation data and information, the problem of the Xinjiang Branch’s human resource management was analyzed. We try to find out the problem and causes in the institutions and post setting, staff total quantity and quality,staff in a left turn, recruitment and development, performance appraisal, income distribution, human resources management function and so on. Again this paper analyze the realistic foundation about the xinjiang branch’s human resource management reform. The goals and tasks of reform, system mechanism and mode are put forward basing on the customer value proposition.On the policy designing, we emphasized that should promote flat organization structure, and deploy human resource rationally, and scientificly Establish post, and improve the withdrawal and retirement system, and establish the marketing compensation system, and implement the overall effective performance management, andpromote the full and effective implementation of the performance management. We give the advise to improve the mechanism of human resource development and the level of human resource management. Finally, derive from the conclusion, and put forward the prospect of the future research.