Human resources should aim at the company's vitality and sustainable rise, and maintain the company's potential for sustainable development. It is bound to devote itself to the cultivation of talents and successors. The following is my research paper on human resources development measures in the financial industry, and I will share it with you.

The human resources of the financial industry have become the main factor affecting the stable development of the financial industry. The financial industry has gradually realized the importance of human resources development, and constantly explored a human resources development system suitable for the development of the financial industry. By analyzing the current situation and measures of human resources development in China's financial industry, this paper puts forward constructive strategies for the future development of human resources in China's financial industry.

Keywords: financial industry; Human resources; Development research

First, China's financial institutions, the status quo of talent

Nowadays, the present situation of the development of the financial industry has clearly proved that the development of the financial system, the implementation of modern technology, the growth of the financial industry itself and the competitive advantage of the financial industry must have super-high-quality staff and a large number of outstanding talents, especially after China's accession to the WTO.

Second, the financial industry human resources development measures

(A) the guiding ideology of the financial industry to develop human resources development strategy.

In order to meet the needs of technological change and increasingly fierce human competition, the key to human resources research and development is to establish the viewpoint of human capital and have a high understanding of enterprise development strategy. Innovate the concept of talents, innovate the development system, improve the framework of human resources, pay attention to the sustainable development of human resources, improve the overall comprehensive level of human resources, and establish a well-trained, reasonable and stable team of marketing management, professional technology and professional skills, which provides a solid talent guarantee for the completion of enterprise marketing strategy.

(B) the principles of human resources development strategy

1, system principle.

Human resources and development goals are themselves a structural system that needs to be developed. In the general human resources development system, the key mode is the cultivation of professional skills and the selection, use and distribution of talents. Is it simple to limit the development methods needed in the current work? Point? Development model, its effect can not reach the best state. If it cannot be integrated into the overall development system of the company's human resources, its development achievements are only temporary or short-term. The strategic human resources development is different from the general human resources development. It is the future-oriented human resources development, and it is the unity of apparent development and potential development, point development, static development and dynamic development of human resources. The comprehensive and systematic human resources development strategy thus constructed will hopefully make the living resource of human resources flow continuously.

2. The principle of continuity.

Unify the apparent development and potential development, point development, static development and dynamic development of human resources. Human resources should aim at the company's vitality and sustainable rise, and maintain the company's potential for sustainable development. It is bound to devote itself to the cultivation of talents and successors. In fact, the company's short-term prosperity does not represent the company's long-term development, so it requires the company's employees and human resources managers to have long-term goals and broad minds, and adjust the company's human resources development work from the overall situation of the company's long-term development.

(C) the strategic choice of human resources development in the financial industry

1, capacity development strategy.

Coordinate the implementation of training, training, career development and other means to truly stimulate people's potential, improve people's comprehensive level, and stimulate people's enthusiasm. The key is to improve people's ability and level of creating value, cultivate innovative spirit and develop innovative level. Insist? Apply what you have learned? The principle of training must be consistent with the company's development status and specific needs, and with the current level of talent team. The key is to cultivate some of the most effective knowledge for the development of the company and the most useful skills for the post.

2. Corporate strategy of high-performance enterprises.

Taking the establishment of high-performance corporate culture as the main strategy of human resources development fully embodies the effectiveness of corporate culture in six aspects: cohesion, encouragement, restraint, guidance, linkage and radiation, implements the guiding role of the company's core values and thinking mode in human resources development, and helps employees to abandon old ideas, establish new ones and attach importance to people's dominant position; Strengthen the full communication between employees and management team, and pay attention to employees' needs and feedback; Using people-oriented channels can enhance people's value, improve the company's performance and achieve the goal of lasting success.

3. Elite strategy.

Pay attention to the formation of elite teams, use elites to drive the development of the overall human resources team, and preside over all key professional work with elite image. Use different methods and means to cultivate and absorb qualified senior talents and form professional centers. Take this center as a gathering point, build a highland of talents, and let this major always ensure its cutting-edge ability. Aim at the whole world and implement the work of introducing talents and using external brains in various ways. Do a good job in the construction of reserve elite talent team, build a set of reserve talent selection, training, evaluation and application mechanism, and carry out training by studying for degrees, undertaking major projects and studying.

(D) the strategic objectives of human resources development in the financial industry.

Taking the demand of establishing a scientific company as an opportunity, focusing on the construction of innovative talent team, unblocking the smooth development channels of talents at all levels, and gradually forming an overall framework of marketing management, professional technology and professional skills with a ratio of 65,438+03: 34: 56. Construct an efficient, all-round and future-oriented human resource development system to meet the demand of enterprise marketing strategy for human resources. Correctly coordinate the cultural framework of important personnel in enterprises, and make use of training and development to make marketing managers have college education or above, with bachelor's degree accounting for more than half; Among the employees with college education or above, bachelor degree accounts for more than 65%, and graduate degree accounts for about 10%, making more than half of the chief designers and deputy chief designers of enterprises and national key scientific research projects under 45; Professionals need to have received vocational education, more than 90% have secondary school education or below, and college education or above accounts for more than 35%.

Third, the financial industry human resources development strategy

(a) Conduct demand analysis of human resources development on a regular basis.

1, tissue analysis.

Organizational analysis is to find out the existing problems accurately by studying the objectives, strategies, resource background, training atmosphere and position in training, and to determine whether training is the best way to solve the problems.

2. Task analysis.

Task analysis refers to a method of systematically collecting work and work series information to determine what training employees need to improve efficiency. Using task analysis, we can deeply grasp the knowledge, skills and level of employees, and then analyze the motivation, attitude, characteristics and behavior needs of employees, that is, performance standards, especially behavior standards. Main tasks of analysis: (1) Identification of main positions; (2) define the main responsibilities; (3) The analysis of knowledge, skills and level comes from the main responsibilities; (4) The analysis of knowledge, skill and level leads to the analysis of behavior; (5) Measure the training needs of employees with performance standards.

3. Personnel analysis.

Before the development and operation of human resources, it is necessary to evaluate the working process, working effect and working attitude of enterprise employees one by one, especially the personnel literacy of some major jobs and key positions, and analyze the differences of employees themselves.

(B) the establishment of the financial industry human resources capacity development system

1. Establish a learning organization and effectively develop human resources.

First, establish a scientific and standardized performance appraisal system as the assessment basis for employees' salary increase and promotion, promote employees' active learning, and provide internal motivation for improving their self-cultivation; Establish a post competition mechanism, realize a new mechanism that posts rely on competition, pressure, work level and dedication, and effectively make employees realize that if they don't study hard and speed up the improvement of technical ability, they will not meet the needs of the times, and they may be eliminated by competition, allowing employees to pursue progress and provide external pressure for self-learning. Second, care about the growth of employees. Provide employees with opportunities to learn new skills and knowledge as much as possible, so that employees have sufficient space to develop their talents and improve their talents. In particular, higher-level talents who have a stronger pursuit of career development and achievement expectations should meet their self-realization needs as much as possible. Companies can shoulder heavy responsibilities while adhering to the proportionality of rights and responsibilities, and create their own future with the development of the company, so as to promote employees' continuous learning and progress and improve their performance and technology.

2. Establish an elite talent team.

(1) Formulate standards for senior talents. Make use of the present situation of enterprise development, make clear the core majors on which the core competitiveness of enterprises depends, and draw up the standards for senior talents and the number of posts required. Cultivate and attract high-level talents suitable for the environment by different means to achieve professional core strength. Take this core as the gathering point, set up a highland of talents, and let the profession always ensure its cutting-edge ability. (2) Pay special attention to the construction of reserve team. Elite talents at the level of professional skills should have reserve talents, and a set of selection, training, evaluation and operation mechanism of reserve talents should be constructed, and they should be trained and exercised by studying for degrees, undertaking major projects and studying.

(C) to carry out employee career development

1. Analyze and locate employees.

(1) Employee self-evaluation.

The focus of self-evaluation is to analyze one's own conditions, especially one's personality, hobbies, specialties and needs. The most basic thing is to consider the conformity between personality and occupation, hobby and occupation, specialty and occupation. Self-evaluation is the basis of career planning, which directly affects the success or failure of employees' career.

(2) the company's evaluation of employees.

The company's evaluation of employees is to clarify whether employees' career goals can be achieved. According to the current work phenomenon, the company obtains the basic information of employees, including performance appraisal results, promotion records and their participation in all training; Evaluate the level and potential of employees through their own evaluation results.

2. Help employees set career goals.

Career goal refers to the direction of a person's career path after determining his career, which is the direction of professional skills and administrative management. The development goals are different and the needs are different. Therefore, the choice of career goals is also a key link in career development. According to the analysis of career goal selection factors, assist employees to define their career goals. It can help employees establish career goals at different levels and stages, which can not only maintain the openness and flexibility of employees, but also maintain the relative stability of employees and improve work efficiency.

(D) Establish and improve the support mechanism for human resources development in the financial industry.

1, the traction mechanism of human resources development.

It means that employees can choose their personal behaviors reasonably according to the company's expectations and requirements for employees. Finally, the company can integrate the efforts and dedication of employees into helping the company achieve its goals and enhance its core competitiveness. The focus of the traction mechanism is to clearly explain the behavior and performance expectations of the company and work to employees, and express the company's values and right and wrong. And according to employee relations, corporate culture propaganda and other means, employees in the company have the same development goals and basic ideas as the company, and use the company's career development channel plan to let employees know the development path, which is the basis of enterprise human resources development.

2. Incentive mechanism of human resources development.

The core of motivation is to master the internal needs of employees. The development of human resources needs to meet the needs of employees' career development. It is to provide employees with development space suitable for their own development will and the development of the company, provide real development guidance and development background, and let employees consciously develop together with the company. Therefore, it is necessary to improve the enterprise salary system, implement employee career management and build a feasible decentralized authorization system.

References:

[1] Zhang Hui. Research on the Problems and Countermeasures in the Reform of Human Resource Management in China Bank [D]. Lanzhou University, 2008.

[2] District Lizhuang. Problems and countermeasures of human resource management in state-owned commercial banks [D]. Tianjin University, 2007.

[3] Yang Dong. Research on Human Resource Management Strategy of Fushun Agricultural Bank [D]. Dalian University of Technology, 2008.

[4] Cai Chenjun. A Case Study on the Reform of Human Resource Management in H Branch of M Bank [D]. Nanjing University of Science and Technology, 2007.

[5] Wu Dai State-owned commercial banks build a strategic human resource management system [D]. Changchun university of science and technology, 2007.

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