I 摘要 随着社会经济的发展，各企业对人员素质的要求越来越高，企业间对优秀人 力资源的竞争也愈演愈烈。银欧亿·体育（中国）有限公司本身是高风险欧亿·体育（中国）有限公司，高素质的人力资源能为银 行规避风险奠定基础。各商业银行间对优秀人力资源的争夺从未停止，H 国有商 业银行因为其特殊的体制，人员激励措施没有其他现代化商业银行灵活，人才引 进方面存在短板。在人才引进通道不畅的情况下，银行自身内部的人力资源配置 显得尤为重要。组织架构是人力资源配置的基础，构建适合 H 国有商业银行发展 的组织架构可以为人力资源优化配置保驾护航。我国国有商业银行普遍采用组织 架构与现代银行发展难以匹配，寻找适合 H 国有商业银行发展的组织架构，在此 基础上进行人力资源配置，便能达成事半功倍的成效。由此可见，在扁平化趋势 下进行人力资源配置的优化是企业亟待解决的核心问题。 笔者选取邯郸分行进行实证研究，先对现状进行描述，进而对组织架构和人 力资源配置这两个方面做深度分析。通过发放调查问卷，收集调查数据并运用 spss20.0 统计软件对问卷数据进行因子分析，将影响组织扁平化的 17 个因素进行 降维处理，筛选出影响组织扁平化的主要因素，即人员素质因素、人员结构因素、 组织架构因素、信息沟通因素和培训体制因素这五项因素，再结合 H 国有商业银 行实施组织扁平化在人力资源配置方面存在的人员素质、架构岗位、信息沟通、 人员结构、文化培训五个问题，对组织扁平化、部门岗位、人员配备、沟通机制、 培训机制方面进行方案设计，同时提出提高人员素质水平、精确人力资源规划、 疏通内部沟通渠道、重视人才引进培养、完善人员培训制度五点保障措施来保证 设计方案能够顺利实施。 关键词：商业银行；组织扁平化；人力资源配置；因子分析Abstract II Abstract With the development of social economy, the requirement of personnel quality of enterprises is higher and higher, and the competition for excellent human resources among enterprises has become increasingly fierce. Banking industry itself is a high-risk industry, and high-quality human resources can lay a foundation for Banks to avoid risks. The competition among commercial Banks for excellent human resources has never stopped. Due to its special system, the personnel incentive measures of H State-owned commercial Banks are not as flexible as those of other modern commercial Banks, and there are shortcomings in talent introduction. In the case that talent introduction channel is not smooth, the allocation of human resources within the bank is particularly important. The organizational structure is the foundation of human resources allocation, and constructing the organizational structure suitable for the development of H state-owned commercial banks can escort the human resource allocation. China's state-owned commercial Banks generally adopt an organizational structure that is difficult to match with the development of modern Banks. To find an organizational structure that is suitable for the development of H State-owned commercial Banks and allocate human resources on this basis can achieve twice the result with half the effort. Thus it can be seen that the optimization of human resource allocation under the trend of flattening is the core problem to be solved urgently. The author chooses Handan Branch to conduct empirical research. First of all, describe the current situation, organizational structure and human resource allocation of these two aspects to do in-depth analysis. By issuing questionnaires to collect research data and questionnaire data with statistics software using spss20.0 factor analysis, the factors will affect organizational flattening 17 dimension, screen out the main factors influencing the organization flattening, the personnel quality, personnel structure, bank architecture, information communication and corporate culture system of these five factors, coupled with the H state-owned commercial Banks implement organization flattening in the human resources allocation of personnel quality, architecture, posts, information communication, personnel structure, cultural training these five questions, On organizational flattening, sector jobs, staffing, communication mechanism, training mechanism scheme design, and puts forward overall flattening awareness, accurateAbstract III human resource planning, internal communication channels, attaches great importance to the talent introduction, training, improve the personnel training system five safeguard measures to ensure that the design scheme can smooth implementation. Keywords: commercial bank; organization flattening; human resource allocation目 录 IV 目 录 摘要.............................................................................................................................I Abstract..........................................................................................................................II 第 1 章 绪论..................................................................................................................1 1.1 研究背景..........................................................................................................1 1.2 研究目的及意义..............................................................................................2 1.2.1 研究目的................................................................................................2 1.2.2 研究意义................................................................................................2 1.3 国内外研究现状..............................................................................................3 1.3.1 国外研究现状........................................................................................3 1.3.2 国内研究现状........................................................................................4 1.3.3 文献评述................................................................................................5 1.4 研究内容与思路..............................................................................................6 1.4.1 研究内容................................................................................................6 1.4.2 研究思路................................................................................................6 1.5 研究方法..........................................................................................................7 第 2 章 相关概念及理论..............................................................................................9 2.1 商业银行人力资源配置相关概念..................................................................9 2.1.1 商业银行人力资源配置概念................................................................9 2.1.2 商业银行人力资源配置方法................................................................9 2.1.3 扁平化趋势下商业银行人力资源配置原则......................................10 2.2 商业银行人力资源配置相关理论................................................................10 2.2.1 人岗匹配理论......................................................................................10 2.2.2 人组织匹配理论..................................................................................11 2.3 组织扁平化相关概念....................................................................................11 2.3.1 组织扁平化概念..................................................................................11 2.3.2 组织扁平化特点..................................................................................12 2.3.3 扁平化趋势下组织结构设计基本原则..............................................12 2.4 组织扁平化相关理论....................................................................................13 2.4.1 指挥链理论..........................................................................................13目 录 V 2.4.2 管理幅度理论......................................................................................14 2.4.3 集权与分权理论..................................................................................14 2.5 本章小结........................................................................................................15 第 3 章 H 国有商业银行现状和影响因素分析........................................................16 3.1 H 国有商业银行现状................................................