Research On The Optimal Allocation Of Human Resources Under The Background O Bank Outlets Transition In Xinyu Rural Commercial Bank

In recent years,great changes have taken place in China’s banking business environment.The officially coming of marketization of interest rate era is intensifying the competition in finance industry,and the rise of the internet financial and “financial disintermediation” have huge impact on the traditional loan business of commercial bank.At the same time,the business channels of commercial bank are suffering profound changes,the progress of science and technology makes the business channels of online banking,mobile phone banking,self-service banking more perfect,increasing numbers of customers can independently complete remote business process and business diversification has became the development trend of the industry.Under this background,the domestic commercial banks began to implement transition of bank outlets and to adopt the differentiated business strategy.As the most important strategic resources,human resources is undoubtedly the most important factor to determine the success of commercial bank transition and the implementation of business strategy.Based on this,this research takes Xinyu rural commercial bank as the case and analyze the optimal allocation of human resources under the background of bank outlets transition.First of all,this article reviewed and summarized the existing literature from the point of commercial bank transition and the optimal allocation of human resources,and then elaborated the meaning of human resources,human resources allocation,the principle of incentive theory and method of organizational change and other related theories in order to provide theoretical support for later research.After that,the author gave a brief introduce of Xinyu rural commercial bank and its management,human resource structure,and then pointed out the three major problems of its human resource allocation based on the questionnaire survey.The first one is imbalance in the structure of human resource allocation,such as the structure of employee talent distribution,aging degree is low,the whole staff outlets is not reasonable,management bloated.The second one is the employee recruitment and assessment mechanism is not reasonable,"the prevailing relations" phenomenon,the lack of fair and reasonable employee recruitment,assessment and incentive mechanism.The third one is the lack of modern human resource management concept and staff training.Based on that,the author puts forward five strategies for Xinyu rural commercial bank to optimize the allocation of human resources combined with the theory of human resource allocation and organization.Firstly,figuring out a clear business strategy and adjusting the organizational structure.Secondly,carrying out the job responsibilities and improving the human resource management system.Thirdly,adjusting the staff structure and optimizing the allocation of staff.Fourthly,strengthening staff training and building the learning bank.The fifth is to implement a fair and open performance appraisal system and take the differentiated incentive strategy.