西南交通大学硕士研究生学位论文 第I页
摘要
在利率市场化、竞争白热化、网络金融化的大背景下，以农行为代表的传统
银行不仅面临优秀人才流失、沦为互联网金融人才培养基地的窘境，还存在着人
才队伍结构失衡、人力资源效能未有效发挥的问题。与互联网金融较量，传统银
行存在人力资源管理观念意识薄弱、绩效考核激励不够、人岗匹配效率低下、业
务培训形式大于内容等“后发劣势”。但经过多年市场深耕、体制改革，传统银行
品牌效应明显，总体规模庞大，忠诚度高、客户资源多、工作能力强、人脉关系
广的老员工占绝大比例，仍然具有互联网金融难以匹敌的强大实力
当前，互联网金融“抢地盘、抢市场、抢人才”咄咄逼人的气势正倒逼传统银
行践行深层次变革。以中国农业银行为例，该行正在全国范围内开展网点二次转
型，着力把一线营业网点从传统交易核算型基础网点转变成优质营销服务型综合
网点。文章认为，商业银行人力资源配置要认清自身存量优势，运用DEA分析
法建立模型进行定量分析，结合SWOT定性分析，厘清影响达川农行人力资源
配置效率的关键因素，以此分析如何有效建立健全人力资源配置体系，针对性地
梳理出优化人员结构，减少人力成本投入的政策措施，以此提高人力资源配置效
率
关键词：达川农行；人员配置；实证分析；岗位匹配
西南交通大学硕士研究生学位论文 第II页
Abstract
Under the background of interest rate market,intense competition and network
finance, e.g. agricultural bank ofChina,the traditional bank has to face not only the
dimission of the talented employee, the staff development of supermarket for the
internet financial , but also the imbalance of talent pool, the incapable efficiency of
talentspare to Internet finance, the traditional banks have disadvantages such as
ill management of human resource, insufficient of appraisal incentive,poor efficiency
of human allocation, and the training form instead of substance.After many years of
market reform and development, the traditional banks own the overall size of large
and outstanding brand, moreover,the vast proportion of the experienced employees of
the most loyal,the mosthard-working and well-connected, still has a great strengths
beyond internet financial.
For the moment, the behavior of rob share of the market,plunder the staff
compellingly by Internet finance is forcing the traditional banking practice change
heavily.Taking the example of ABC,it is secondly transforming the business outlets
from the traditional transaction accounting into the integrated high-quality service.
The author believes that the commercial banks has to know their own
advantages,and find out the key factor impact on human resource allocation of
Dachuan agriculture bank by establishing the model of quantitative analysis based on
DEA analysis method,together with qualitative analysis way of SWOT.Therefore,we
can take the way of making allocation system effectively of staff into account.By
sorting out the optimization of personnel structure, depressing the cost of human
management, we can finally enhance the productivity of working.
Keywords：Dachuan ABC；The Allocation of Human；Empirical Analysis；Job
Matching.
西南交通大学硕士研究生学位论文 第III页
目录
第1章 绪论.........6
1.1选题背景.....6
1.2目的意义.....7
1.3研究思路及框架.....8
1.4创新之处.....9
第2章 理论概述....10
2.1人力资源管理基本概念....10
2.2 人力资源配置现实意义...10
2.3 中外理论研究成果...........11
2.3.1人力资源资本属性理论.....11
2.3.2人力资源“以人为本”趋势.11
2.3.3人力资源的战略地位研究.12
2.3.4人力资源的六个模块.........12
2.3.5人力资源的理论研究前景.13
2.4人力资源配置原则13
第3章 达川农行各网点人员配置概况....16
3.1达川农行辖区经济概况....16
3.2达川农行人员基本配置情况........16
3.2.1总体概况.....16
3.2.2基本素质情况.........18
3.2.3全行主要业务情况.21
3.2.4达川农行人力资源发展规划.........21
3.2.5达川农行组织架构.22
第4章 基层网点人力资源配置效率实证分析....23
4.1 达川农行基层人力资源配置SWOT分析..........23
4.1.1 优势23
4.1.2 劣势24
4.1.3 机会25。