Human Resources Management In Commercial Bank

Human Resources Management In Commercial BankThe objective of gentlemans gentleman mental imagery attention is about managing people, kinds between employers and employees. Specific every last(predicate)y, it implies the expend of labor productivity to achieve strategic personal citation line objectives of the organization and meet the needs of individual imparters.In economic activities, in addition to physical factors and capital, the homophile factor is decisive. Workers and adult male imaginations in general to become the leading factor determining achievement or failure of e very(prenominal) business does. The principal(prenominal) reason that human resourcefulnesss and human resources wariness in meaningful business activities in general and banking in particular. With knowledge of human resource management gained in the learning process, works in the banking sector, we choose a theme human resource management in commercial banks.In attend of modern administrati on, the decision makers agreed, management activities include five basic elements Planning, Organization, Staffing, Commander, and Check. The content management component in all human-level knowledge, well informed business done. Thus, personnel and HR issues argon content, a basic function in the process of general administration and general business management in particular.Strict sense, human resource management is the use of, arranging the current labor force of an organization into parts, location, and particular proposition tasks to perform the respective tasks, to achieve objectives that the organization has outlined a nigh effective way.Broadly, human resources management with due consideration to organisational change and organizational environment, the factors that create new jobs, better as the perfect career, creativity, skill and occupation deal with the challenges, loyalty, friendly atmosphere of harmony to implement the long-term development program, or dynamicall y adapt to frequent changes of environment depth. Specifically it is the recruitment, training, moduleing on the item job, leaders, motivate employees to work with the highest potential, helping staff to complete depute tasks.1.2 The role of HRM in commercial bankHuman resource issues and management is important oddly for an organization in general and for bank managers in particular. Helps administrators to complete tasks and achieve goals through other people, most efficiently, an administrator merchantman complete the planning, design organizational structures with parts and units clearly Of course, there are resources in the hands of fully modern, know how to monitor accurately. However, if you do not recruit the right people, arrange the awry(p) place, wrong time use, management activities induct failed to go to space. To develop skills and improve labor productivity per employeeUnlike machines, strongs, technologies are things senseless, sense, influenced by the idea of unconditional subjectivity of the user, and corporation work under its impact predetermined formula. Decide on the number of quality staff organization. The good governance will help to use a labor force to complete a reasonable amount of work assigned to the time and lowest cost. Human Resource Management conclude working atmosphere. Implies the dispositionual relationship that an employee feels when they work together with the corporal self. Quality decisions and effective Human Resource Management Diversity Objectives of the organization. Human Resource Management, as described above, is not simply a human arrangement fits into a certain position corresponding. More important is the performance of management, these new elements active substances are produce, and this new fundamental to ensure successful and continuous ongoing development of the first environmental organization constantly changing.Human Resource Management determines the success of the business. Personali ty is crucial ability to access knowledge and to do them in practice.In practice, many countries, although business has a very low starting point, very limited in science and technology, resources and money, but due to respect human factors and performance management methods result, the country still has many enterprise successes. Miraculous produce of Japan and any(prenominal) East Asian countries have demonstrated vividly the assertion above. 1.3 The military commission of HRM management in commercial bank-Recruit and train staff Maintain and develop a close cooperation between individuals and individuals, between individuals and departments. Monitor, supervise employees, motivate employees to work enthusiastically, as businesses such as second home, creating a alinement between employees interests with business interests. Explains policies and procedures for employees.SECTION 2 Content2.1 Views on HR2.1.1 The views of organizationsThat motivating employees to work as wage, s o to exploit the ability to work of employees essential be adopt by the organization, reorganization, arrangement, rational division of labor.2.1.2 The views of humanLabor productivity does not depend on individual ability, which depends on personal relationships group. The payoffs have a profound effect on the movement, the attitude of the staff. Reflect the employees collective rather than personal. Good employees want to use to care, train staff, respect the environment and the spirit of collective relations. 2.1.3 The views combineRecognizing both the point of views, both attach importance to the division of labor organizations, both attach importance to the personal development, respect the collective relationship.2.2 The types and level of human resources HR the type of human 2.2.1 Executive administratorAdministrator executive leadership of the Board, the Executive Board is the Highest-level management, is responsible for making human resource programs and policies to the best use of human resources including policy wages, reward and punishment policy, operational control of subordinate employees and assist subordinates as necessary.2.2.2 Operational AdministratorDirect, mundane contact employees, staff assignments, supervise employees who work. Management level has very large role in the operating system maintain a favorable working atmosphere, reasonable layout work, coaching staff, the careen of experienced staff.2.2.3 SpecialistWho have highly extraized knowledge, experience some certain areas of expertise. Type the employee needed for all levels of management consulting for long-term strategy, as well as actual work every day. They can be the training and transfer of experience for employees.2.2.4 StaffWho perform specific work under plans set out the orders of the management level. Their job is to complete the quota according to ability and prior knowledge, and coordinate with other staff to complete assigned work.2.3All levels of HRM 2.3.1 Administrator level 1 Administrator level 1 called senior management (Board and Board of Directors), in charge of directing the strategic direction of the bank. Duties plant and explain business objectives of the bank, the scope of activities. Predictable situations occur and give remedies. Determine the outcome desired, approved line-oriented, organizational and personnel deployment.Approved organizational structure, planning activities of the bank. Administrators destine level 2, assign responsibilities, delegate.Identify resources required, allocated to the department to meet budget for each department. Approved staff development program recruitment, training, net, promotion.Report before the Board on the results of operations and take full responsibility for their activities. Documented control measures reporting, inspection and evaluation activities of the bank. 2.3.2Administrator level 2 Administrator-level 2 is intermediate administrator (Director of branches and transacti on Director, subject of department at head office) will direct the implementation of policies and measures granted by the administrator higher offer.Duties Mastering purposes, require that the organization delivered, grasp the relationship between the parts together. Recognizing the critical stages of the job, there may be difficulties and proposed remedies. Master the responsibilities and powers have been entrusted. Executive decisions on the organization of senior personnel Superiors responsible for their work. regularly monitor performance by itself responsible and report superior results are achieved. 2.3.3 Administrator level 3 Administrator level 3 as the administrator carry out the specific second-level administrators assigned.Duties Understanding the desired end of the unit and the relationship of the units. Understand the powers and responsibilities assignedTracking task executor often Building action plan Relevance Distribution of work, staffing and time to do the job. A pplication of measures to encourage employees to complete tasks employees. Construction standards done, with the participation of the person directly. Al ways interested in the ways of change, plans and laws. For example, credit officers should study the new policy regime to submit the said development for lower-level implementation. These are issues that need to clearly delimit who is studying the new textual matter? who is responsible for implementation? Who must comply? Entirely responsible for all assigned work and their own decisions when assigning work to subordinates.2.4 HR processes 2.4.1 transaction abbreviation Concept Authority to determine responsibility, skill level and time amounts necessary to meet the job requirements. subject matter Job psychoanalysis is the first job of the administrator. By the following reasons + Scientific analysis, accuracy will make clear basis for the recruitment and staffing in accordance with the requirements of the work itself. + Rout ine analysis helps administrators detect errors and queue discrepancies in the arrangement of people into certain jobs.-The basic contents of job analysisn Identify needs to perform job analysisn The method of collecting information to analyze the workIn the banking sector to apply two methods + Interviews with individuals or groups of employees + Questionnaire Basically a list of the questions are printed. Job descriptions and work standards table+ Group Job Description Summary of responsibilities and powers to execute the job of reporting relationships, checking performance of work, working conditions and standards to be achieved according to job requirements or working position.+ Group standards work Summary of requirements on personal qualities, educational qualifications professional staffs need to meet job requirements or working position.2.4.2 RecruitingForecasting cruitment The main factors affecting Ability to develop, such as scaling, service development, new products, e xpanding the area of operation, the technology changes lead to changes in quantity, quality staff, because the rate of transfer of care retirement, severance, transfer work, mobilization, etc. ..-The method of forecasting recruitment needs Trend analysis Using the statistical data on recruitment in previous old age to forecast recruitment needs. This method suitable condition held steady development. -Analysis rate Using the relationship between a higher proportion of the workload with a quantity of the work norms, thereby determining the number of employees needed.-Expert method Each expert was given a proposal of the plan based on analysis of factors inside and outside organizations related to the level of the employer. Feasible schemes will have a legitimate argument or synthesized separate from the plan.Identify sources of recruitment From in spite of appearance the organization This is the source of recruitment is a top priority, especially when you need to fill the gap for t he title of the work, because there the following advantages Meet the requirements of the aspirations of employees promoted Staff was contend responsibility, loyalty, ethical behavior But this supply has its limitations, specifically possible degradation phenomena in the administration and handle the job stereotyping, imitating the method, the working style of his predecessor. From labor trade+Advertising media +Contracts with suppliers of labor Determining the sequence of steps to recruit staff-Step 1 Implementation of preparation and determination of standards to recruit staff, establish HDTD-Step 2 Recruitment, can take various forms Advertise on mediaContract with the labor supply Bill of front organizations, or in public places are allowed. -Step 3 assemblage and research records in order to remove the unsatisfactory employee recruitment as prescribed.-Step 4 Check the candidate. This is an important step for the organization, because its results are the basis for selecting the right people. -Step 5 Check your health. It is also necessary steps to ensure that although the applicants have passed the required expertise, but necessity may force long-term good to work with the organization.-Step 6 Decision recruitment.2.4.3 Recruitment administratorThis point is recognized variable room Managers play a decisive role. Therefore, the selection problem administrators have talent and lawfulness is the leading concern of the organization said the department generally and in particular human resources management particularly in the banking sector. The selection of administrators should pay special attention to the following requirements Professional ability and good organization Requires broad knowledge in various fields. Capable of deploying tasked, getting people involved make him the job. Administrators have a legitimate ambition He is passionate about the work spirit, have determined to go to the objectives and motivation to continue to promote.-Capable o f analyzing, reasoning Be aware that, on the actual situation of the organization and surrounding environment, said the idea of personal conversion and mission of the organization into action to identify all the arguments chsinh convincing.2.4.4 Professional training, management capacity Trends identified individual career +Actual ignore These people tend to prefer jobs that require skills in operation, operation, and control of machinery and adept equipment. For example, computer operating +Research trends, discover These people are often attracted by requiring observation, analysis, evaluation and problem-solving research. In banking, the areas of expertise appropriate for the type of this orientation is consulting, strategic planning, training, professional training. +Social trends Persons with social trends are often fascinated with the extensive work of communication, help, and advice to others. The area of expertise is appropriate investment advice, reception, head of person nel. +The normal trend lines People have this tendency to like to do vector data or require meticulous work, the job is appropriate accountant, secretary, and bank check.+Business trends Whose business is people tend to prefer working with others in the position of leader or counselor, like persuasion, enticing others into the operation of socio-economic. The job is suitable production management, credit financing, and securities brokerage. Professional and technical training+Training in the workplace The process includes a series of four steps observation, memory, learning and following. This method is easily implement, can proceed simultaneously with many people. However, this method also has limitations the lack of guidance pedagogy, seal training, and enthusiasm does not communicate knowledge, experience, and professional know-how.+Training lectures This method is use when needed to provide expert knowledge system. However, costly, long-term results depend on the quality of teac hing and training places. +Training guide Training is directed at each of the listed tasks, the order made together with the key points to note when making to guide students to practice each step. Evaluate training results+Response from the people adroit+They are firm knowledge that the program provides training or not?+They work better than the untrained or not? Training AdministratorMeaning Different staff training and technical expertise, accountability of management in a broad range of responsibilities than many. Therefore, the quality of their work will have a major impact on the level and depth to affect the entire development process of an organization. Classification+Senior Administrator This includes the administrator head of the organization, their mission is planned, strategic policy direction, general operating activities of the organization.+Intermediate-level administrators The mission implementation plans and policies have been planned for each area of expertise of the organization, direction, and coordination of activities within the scope of their professional responsibility.+Administrator level As the administrator at last in the hierarchy of management. Deployment plan tasks, assign tasks to each employee, guide, supervise, control and supervise staff. Develop the skills required at each level of management+Technical Skills A skills belong to professional, these kinds of skills needed for the administrator level than high-level administrators and intermediaries.+Human skills This skill relating to all levels of governance in all organizations.+Theoretical thinking skills Type of skills needed for high-level administrators to edit, strategic planning policy, analysis and interpretation of phenomena, situations, to make decisions timely and lucid.SECTION 3 Conclusions harmonize to above analysis, the issue of human resource management in general and human resource management in commercial banks in particular, require managers to apply the ba sic understanding of theories of human resources management, such as job analysis, to understand the meaning of job analysis. Based on which will provide solutions for the recruitment, training staff, administrators at all levels, with the aim of bringing high benefits Most human use. Based on the theory of human resource management, we have highlighted the role of human resources, the human resource perspective, pointing out the role and responsibilities of staff, administrators at all levels of bank trade in Vietnam at present. Also, preliminary analysis on the process of human resource management in commercial banks in order to propose some solutions to the commercial bank management in an appropriate manner. Work to human resources management in commercial banks with high efficiency, the strengthening of measures to improve the efficiency of workers needed, we provide a number of measures as follows 3.1 Measures to improve the efficiency of human resources3.1.1 Promotion materia l3.1.1.1 Salary Wages are the main income for workers to help maintain and improve their living and their families, help them integrate into the level of civilization of the society in which they live.3.1.1.2 fillipBonus material triggers other important work to promote employees enthusiastic, responsible, continuously amend work efficiency.3.1.1.3 Material incentives than salary and bonuses General reward beyond physicalism also works to create harmonious atmosphere, friendly staff level between different castes in an organization.3.1.1.4 The other material benefits In addition to salary and bonus, plays a fundamental role in encouraging policy matter for the staff, the organization also made to pay more for employee benefits such as + pay vacation time, holidays+Gain benefits during sickness, maternity or loss of working capacity+Unexpected difficulties subsidies+Pensions+Long-term loans without interest 3.2 Encourage the spirit+Improving the quality of work life+Unpaid bonuses worth, rational +Is facilitating development of their talents+Held to honor, cherish achievement+Be treated equally Measures to encourage the spirit of Annual competitions should have expertise towards improving skills, manipulation skills of the staff. The contest was held serious, awarded the utmost solemnity and attract many participants. Anniversary of the establishment of organizations is also an opportunity mean very big motivation. On this source can be combined with the overall award, intimate receptions to honor the many achievements, have in a long process with the organization. Established traditional retinue released the annual journal to record outstanding achievements, the historic milestone in the development process of the organization. Twin organized exchanges, launched the competition to complete tasks between departments, as these measures work well for strengthening internal unity, to create did not work for everyone lively. Choose clothing with colors to repre sent the organization as cultural nuances of human resource management will bring good results. Due to time limitations, the study of this subject is limited we only focused on solving some of the most fundamental issues of human resource management in commercial banks in Vietnam in general.