Research On Human Resource Integration Strategy Of A City Commercial Bank

Since the beginning of 2021,China Banking and Insurance Regulatory Commission has approved the establishment of more than 50 small and medium-sized banks,most of which are the merger of urban commercial banks,rural commercial banks or rural credit cooperatives.Many of the banking institutions involved in the merger have been suffering from chronic illness and poor business conditions,which are caused by many factors,such as the aging business model,weak sense of innovation,wrong management methods,restrictions on regional economic development conditions and so on.The main reason why various regions tend to adopt the way of merger and reorganization to defuse the risks of small and medium-sized banks is that this way will not have a significant impact on the regional financial system,nor will it affect the stability of the whole regional economy.As for how to prevent risks of individual financial institutions,the Financial Commission of The State Council has made it clear that local governments must take the main responsibility,and merger and reorganization is a more acceptable way for local governments.In this context,it is particularly important for city commercial banks to report group heating and become bigger and stronger through merger and reorganization.Human resource integration is the most risky integration among all kinds of factors in enterprise merger and reorganization.This is the same as risk decision-making.If the pace is accelerated and integration is in place in one step,it will be more efficient and risky.If the speed is slowed down steadily,the efficiency is lower and the certainty is stronger.Generally speaking,in the risk and stability of the two choices,neither can be greedy for speed and take too much risk,nor can be too stable and slow pace.The feasible way should be to first determine the objectives and effects to be achieved by the merger and acquisition,and then comprehensive planning,solid progress,in order to smooth transition.Therefore,the integration of human resources is a complex and challenging work,this is also the main reason for the author to conduct corresponding analysis based on the perspective of human resources integration when discussing the issue of enterprise merger and acquisition。This paper takes the business behavior of A City Commercial Bank as an example,starting from the theories of enterprise restructuring and human resources integration,combining with my own work experience,relevant questionnaires and referring to the successful merger and reorganization cases of other city business banks,and gradually analyzes the problems of human resources integration of A City Commercial Bank in the early stage of restructuring.For example,the restructuring and integration plan is not perfect,the lack of professional human resources integration team,the lack of corporate culture integration and reshaping,the development of salary system lag,the lack of retaining core staff and talent special plan.This paper puts forward the appropriate human resource integration strategy from the formulation of restructuring integration plan,the construction of human resource integration team,the establishment of compensation system,the integration of corporate culture and the selection of talents,and hopes to provide certain reference value for the human resource integration of other city firms and enterprises in the process of merger and reorganization.