Study On Optimal Allocation Of Human Resources In Commercial Banks

Since the beginning of the new century,with the acceleration of financial globalization and the steady development of the domestic economy,the development of the domestic financial market has been increasing,the reform of financial institutions has deepened,and the state-owned commercial banks have completed the reform and listing.All these have created the trend of reform and innovation of the financial industry,especially the banking industry.However,the current financial business is homogenized and the profit model is single.The innovation ability of business and service products is weak,and the supervision policy is more strict.How to break the disadvantageous situation of the development of banking industry has become an urgent problem that must be faced and solved in the reform at the present stage.People are the fundamental basis for the business development and innovation of commercial banks,and talents will be the key factor for commercial banks to enhance their core competitiveness.In the future,the competition for talents in the banking industry will be more fierce,and human resources will play an increasingly important role in commercial banks.Therefore,human resource management is a very important part of the internal management of commercial banks,and its management effect is directly related to the quality of the internal management of commercial banks and the optimal allocation of the system’s internal human resource structure.With the increasing upward pressure of economic development in recent years,the competition among banks has become fiercer and commercial banks need to optimize the allocation of human resources.In view of this,this paper chooses the X Branch of Bank G,where I work,as the research object,focusing on the human resource allocation of the bank.Specifically,based on the situation I am familiar with,this paper gives a detailed overview of the human resources management of the bank,and then reveals various problems in the human resources allocation of the bank either implicitly or implicitly through a questionnaire survey,and analyzes a variety of representative reasons hidden behind the problems.Finally,based on the analysis of the problems and causes,this paper proposes suggestions for further optimizing the human resource allocation of X Branch.This paper believes that,in the face of various problems existing in the human resources management and allocation of X Branch of G Bank,in the future to explore the optimization of human resources management and allocation,we should rely on more effective performance appraisal management to promote the competitiveness of the branch staff compensation incentive.Based on the systematic diagnosis of the existing personnel structure system,we should explore the idea of optimizing the staff structure.In addition to further improving the training mechanism,training should be integrated with the employee growth and promotion mechanism,so as to continuously improve the person-post matching degree of the bank at the macro level on the basis of win-win development of the employees and the bank.We should be committed to exploring and improving the post management system to ensure the matching degree of people and posts at the micro level on the basis of clear post requirements.We should innovate the way of recruitment,expand the way of recruitment,optimize the structure of recruitment,and increase the intensity of staff withdrawal and elimination.We should implement active human resources policies and formulate mid-and long-term human resources plans.