Basic Level Central Bank Human Resource Allocation Problems And Countermeasures

The central bank at the grass-roots level with responsibility for both macroeconomic regulation and control,maintaining financial stability,and implement monetary policies,the task of providing financial services.Meanwhile,the people's bank of China raise that strengthen the function of the central bank at the grass-roots level.therefore,It's necessary to improve staff work efficiency.At the same time it also shows that human resource allocation is very important.These years,basic level central bank to push forward the reform of the personnel system,in the process,they are has been to explore the effective method of human resource management and has obtained the certain result.But due to the nature of the nature of the institution,system and other factors,the central bank at the grass-roots level personnel system reform lags behind,Basic is still in the traditional personnel management phase.this restricts the functions of the central bank.Among all resources of local-level people's bank,human resource is the most vital one,it's the basis of the development of central bank.The central bank at the local level should be scientific and rational allocation of human resources,reasonable existing staff,improve organizational and management performance,In order to build smooth employee flow,reasonable promotion channel for junior staff and rational performance evaluation system,so as to promote the staff to share the same core target,fate with the company simultaneously and maximize the value of human capital.This paper takes the human resources management theories,with Z city branch of the people's bank of China human resource management as the research object.Based on a comprehensive and in-depth analysis of the status of Z people's bank human resource at local level through questionnaires,qualitative and quantitative analysis and considerable amount of research,combining with the local actual situation,identifies major problems as following:the first one is human resources shortage,in the people's bank of Z city the number of each department on is less than 10 people,in the county branch the number is fewer than 30 people.Numerically,the human resources shortage in the basic people's bank.Secondly,department workload is imbalance in the basic people's bank.in the current situation of this bank,different departments have different workload in the same bank,different jobs have different workload in the same department,different time have different workload in the same job.Thirdly is the mechanism of human resource allocation is single in basic people's bank.the work of human resource allocation stay the original level.That is the employees just enter the unit,or organization adjustment in the basic people's bank.The forth,the departments in the basic people's bank one-to-many.the number of inferior bank less than higher institutions.The fifth is employee's comprehensive quality is lower than the requirement of the post of duty.The full-time undergraduate and graduate students in people's bank of Z city are only 61 people,accounted for fifteen percent of the total.It can be seen from the figures the number of high quality staff is deficiency.The professional knowledge demanding jobs lack the corresponding talent.Both social factors,institutional factors and management factors cause these problems,firstly,the basic people's bank will improve the mechanism of recruitment.This bank's headquarter counts up the number of available jobs.Then unify recruitment,so the basic people's bank should increase the number of statistical work.combine the future development of units and the number of retired employees,then report accurately the number of available jobs,ensure sufficient number of the unit,when the number of employees has compiled there is a serious shortage,the basic bank can recruit contract staff to meet the needs of the work,but the unit should not only meet the operational need but also can't waste staff.Then,the unit should build long-term human resource planning system.for the junior staff,unit should be employees demand combined with unit development to motivate the employees to work and improve the work efficiency.Again reasonable planning the institution of basis people's bank,according to the question of workload imbalance and the departments one-to-many,the basic unit should scientific planning agency settings and reasonable divide the category of job.as far as possible basis to ensure the workload of department and jobs an even distribution.In addition,the basic bank pay attention to improving the quality of employees,for the high quality employees train business operations in simulation environment at pre-enter the unit.For the low degree of employees,the unit should strengthen professional skill training make sure that each training useful and effective.The last,the basic people's bank should perfect performance appraisal system.the basic people's bank should quantized performance assessment,take the job content,work efficiency and job performance as the main evaluation index,meanwhile,the band should combine promotion and demotion of position with recognition and punishment,in this way,the effect of performance appraisal can be useful.