1、University Code 10125 Major Code 125200 Shanxi University of Finance & EconomicsThesis for Masters DegreeTitle Research on the human resource information management reform of A bank Shanxi branch Based on the analysis of Internet plus perspective Name Gao Yuan MajorMaster of Business Administration
2、Research Orientation Business management School Shanxi University of Finance and Economics Tutor Yan Junai March 6, 2023学位论文原创性声明本人郑重声明：所呈交的学位论文，是本人在导师的指导下，独立进行研究工作所取得的成果。除文中已经注明引用的内容外，本论文不包含任何其他个人或集体已经发表或撰写过的作品成果。对本文的研究所做出重要奉献的个人和集体，均已在文中以明确方式标明。本人完全意识到本声明的法律结果由本人承担。学位论文作者签名：日期： 年 月 日学位论文版权使用授权书本学位
3、论文属于保密，不保密。在 年解密后适用本授权书。（请在以上方框内打“）学位论文作者签名： 日期： 年 月 日 日期： 年 月 日随着互联网科技的不断开展进步，互联网与现代经济深入结合，逐步形成了互联网金融的全球化经济格局，与此同时，“大数据概念的提出，也对商业银行的现代化开展提出了更高的要求。2023年3月，李克强总理提出了“互联网+行动方案，并签批了关于积极推进“互联网+行动的指导意见，标志着“互联网+金融的新常态正式出现。现代化的经济开展为商业银行提供了巨大的转型机遇，同时也对商业银行的内部管理提出了更高的要求，如何合理管控商业银行内部资源，做到人员选拔合理、人员配置科学、人员培养高效、人
4、才储藏充足，这对商业银行的现代化人力资源管理提出了巨大的挑战。商业银行的转型开展，往往需要结合整个银行业的开展历程去分析。商业银行的内部管理机制体制与普通企业有所差异，内部人员管理往往仍然依赖传统管理经验甚多，许多商业银行启用了内部的人力资源信息管理系统，但系统的功能挖掘仍存在一定的缺乏，系统的管理不能适应现代化开展理念。本文选取某国有大型商业银行分支机构A银行山西省分行作为研究案例，一方面反映出地方商业银行人力资源信息化管理的问题，另一方面也可反映出商业银行人力资源管理方式方法与体制机制上的变革思路。本文在研究过程中，通过查阅文献、互联网资料等方式，重点搜集互联网金融开展现状、“互联网+的特
5、点等内容，同时总结归纳了国内外对人力资源信息化管理的重要理论。在此根底上，以A银行山西省分行在人力资源信息化管理方面的相关工作作为研究案例，从系统开发、人员配置、人才培养等方面进行了深入剖析，并找出了A银行山西省分行在人力资源信息化管理方面的关键问题。A银行山西省分行目前上线运行了该行的e-HR系统，系统功能能够涵盖日常的传统人力资源工作，系统运行也能保持一定的更新，但是仍然存在系统数据深入挖掘缺乏、系统化思维缺乏、培训机制不健全、系统被动使用等问题，面对现代化经济格局的飞速开展，对于人力资源的信息化管理仍存在一定的提升空间，以便能够使该行更加贴近企业战略实施。对此，本文在总结国内外经验后，深
6、入分析了人力资源信息化管理对于商业银行现代化开展的重要推动作用，从“互联网+的角度，阐述了互联网金融对商业银行开展的机遇和挑战，从而提升商业银行人力资管理的信息化水平，树立更加科学的人才管理理念，进而创新人才管理方式方法。同时，也为A银行山西省分行人力资源信息化管理提出了较为具体的改进思路。本文从理论角度，结合案例实践开展了较为具体的分析研究，对我国商业银行的人力资源信息化管理应用提供了一定借鉴意义。关键词：人力资源信息化管理，e-HR，商业银行，A银行山西省分行AbstractWith the continuous development and progress of Internet t
7、echnology, the Internet and modern economic integration, and gradually formed the global economic structure of internet finance, at the same time, the big data concept of the proposed, but also to the modernization of commercial banks put forward higher requirements. In March 2023, Prime Minister Li
8、 Keqiang launched the Internet + action plan, and Smoothen on the promotion of the Internet + guidance, marking the Internet + Finance the new normal appearance. The modernized economic development provides the huge transformation opportunity for the commercial bank, simultaneously also has raised t
9、he higher request to the commercial Banks internal management, how reasonably controls the commercial bank internal resources, achieves the personnel selection reasonable, the personnel disposition science, the personnel Training high efficiency, the talented person reserves is sufficient, This brin
10、gs a great challenge to the modern human resource management of commercial banks.The transformation and development of commercial banks often need to be analyzed with the development process of the whole banking industry. The internal management mechanism of commercial banks is different from that o
11、f ordinary enterprises, the internal personnel management often still relies on traditional management experience, many commercial banks have enabled internal human resource information Management system, but there are still some deficiencies in the system function mining, system management can not
12、adapt to the modern development concept. In this paper, the branch of a large state-owned commercial bank, a bank of Shanxi branch as a case study, reflects the local commercial Banks human Resources Information management, on the other hand, can also reflect the way of human resources management an
13、d institutional mechanisms of the reform thinking.In the research process, through the literature, Internet data and other means, the focus of the Internet financial Development, Internet + features and so on, summed up at home and abroad on the human Resources information management important theor
14、y. On this basis, with a bank of Shanxi branch in the Human Resources information management related work as a case study, from the system development, staffing, personnel training and so on in-depth analysis, and found a bank of Shanxi branch in the Human Resources information management key issues
15、. A Bank of Shanxi branch is currently running the line of the E-HR system, the system functions can cover the day-to-day work of traditional human resources, system operation can maintain a certain update, but there are still the lack of systematic data mining, lack of systematic thinking, training mechanism is not perfect, passive use of the system and other issues, In the face of the rapid development of the modern economic pattern, there is stil
