人力资源配置的绩效分析:对南宁国有商业银行的实证研究  

The Analysis of the Performance of Human Resources Allocation

作　　者：周元元[1] 苏阳[1] 潘信豪[1] 

机构地区：[1]中国人民银行南宁中心支行,广西南宁530021

出　　处：《金融研究》2002年第10期110-117,共8页Journal of Financial Research

摘　　要：本文通过对南宁辖区国有商业银行人力资源配置改革及其绩效的分析 ,探讨了“机构内竞聘制度”的经营绩效和制度绩效 ,并提出了三点结论性建议。一是市场范围应该从局部市场向统一的金融人力资源市场过渡 ;二是竞争规则应该从官本位向职业银行经理选拔过渡 ;三是激励机制应该从短期边际效益定价向长期预期定价过渡。This paper analyzes the internal-position-competition and its effects through the case study on human resource reform of Nnning's state-owned commercial banks. Three conclusion remarks are generated. First, the market scope should be expanded from an internal market to a generalized banking personnel market. Second, competition rule should be reformed from the public-officer-based one to a professional-manager-oriented rule. Third, myopic marginal revenue incentive mechanism should be replaced by a long-term expectation pricing model.

关 键 词：人力资源配置 绩效 市场范围 竞争规则 激励 国有商业银行 

分 类 号：F832.33[经济管理—金融学]