我国商业银行人力资源供给的制约因素分析  

Analysis of Constraints on Human Resources Supply of Our Commercial Banks

作　　者：罗明忠[1] 

机构地区：[1]广东省中青年经济学会

出　　处：《金融论坛》2004年第8期15-21,共7页Finance Forum

基　　金：广东省自然科学基金项目(资助号:034929);广东金融学院科研规划重点项目(02xj01-03)的阶段性成果。

摘　　要：个人的微观行为决策受制于财富最大化和非财富最大化目标函数,决定了商业银行人力资源的供给要受到经济因素与非经济因素的制约。其中,经济因素是人们选择在商业银行工作及其激励需求第一位考虑的因素;而非经济因素对于人们选择是否在商业银行工作及其激励需求因人、因地有所差异。因此,要使商业银行获得充足的人力资源供给,必须继续保持商业银行员工的薪酬水平要略高于其他行业,以增强商业银行的吸引力及商业银行员工离职的机会成本;同时,必须充分注意商业银行员工的非经济性激励需求,并强化员工的培训,使员工在工作中实现人力资本的增值。Since personal micro-behavioral decision making is restricted by target function of maximization of fortune and non fortune, human resource supply of commercial banks is constrained by economic and non-economic factors. When people choose to work with commercial banks to satisfy their incentive demand, economic factor is the primary factor to be considered; while non-economic factors vary from people to people and place to place. Therefore, in order to have an amply supply of human resources, commercial banks should continue to keep the salary standard of their staff relatively higher than that in other sectors. In so doing, they can increase the attractiveness of commercial banks and opportunity cost of their staff. At the same time, they should pay attention to non-economic incentive demands of their staff, strengthen their training and add value to their human capital in the course of work.[

关 键 词：商业银行 人力资源供给 中国 机会成本 人文环境 

分 类 号：F832.33[经济管理—金融学]