摘 要

互联网金融的蓬勃发展给传统商业银行带来了前所未有的机遇和挑战，以第三方支付为代表的互联网金融平台快速成长。社会资源的稀缺性、同行业竞争的激烈性、服务产品的创新性都要求商业银行制定新的企业战略，完成传统产业的升级。同时人力资源管理作为企业管理的重要一环，必须实施相应的变革以适应银行的转型之路。

本文在文献研究与归纳的基础上，从互联网金融的主要业务形态和中国工商银行“三大平台、三大产品线”互联网金融平台入手，指出互联网金融在信贷、存款及中间业务给传统商业银行带来挑战，但一定程度上提高了工行整体信息化水平、加速了战略转型。同时，人力资源管理作为苏州分行经营的重要支撑，一方面企业转型、同业竞争带来了变革动力，另一方面经营理念、管理模式、人力成本带来了变革阻力。针对目前存在的组织结构失衡、招聘渠道固化、培训针对性弱等方面的问题，提出人力资源管理变革的两大目标，一是提高与企业战略的关联度，二是构建完整的人力资源管理体系。具体从建立高效信息与管理系统、优化组织结构与规模，拓宽晋升渠道与机制，重视员工培训与价值，健全绩效考核与薪酬激励体系五大方向实施变革，以提高工商银行企业竞争力，顺应社会发展潮流。

关键词：互联网金融；商业银行；人力资源管理；变革

The Reform of Human Resources Management of Industrial and Commercial Bank of China under Internet Finance

——Taking Suzhou Branch of Industrial and Commercial Bank of China as an example

ABSTRACT

The vigorous development of Internet finance has brought unprecedented opportunities and challenges to the traditional commercial banks.With the gradual release of financial regulation, the rapid growth of Internet financial platforms represented by crowdfunding, third-party payment and P2P online lending has brought new challenges to traditional commercial banks while attracting wide attention from the society.The scarcity of social resources, the fierce competition among the same industries, and the innovation of service products all require commercial banks to formulate new enterprise strategies to complete the upgrading of traditional industries. At the same time, as an important part of enterprise management, human resource management must implement corresponding changes to adapt to the transformation of traditional commercial banks.

On the basis of literature research, combined with questionnaire survey, summary and other methods, this paper first points out the importance and urgency of the strategic reform and human resource management reform of traditional commercial banks through the analysis of the current situation of Internet finance in China. Secondly, with the case of the Industrial and Commercial Bank of China in Suzhou, combined with the method of questionnaire survey, we learned about the current human resources management concept of “Talent-based, education-friendly”, and pointed out that the organizational structure of human resources management is imbalanced, the recruitment channels are fixed, and training Insufficient targeting and implementation of performance management are not in place. Finally, two major goals of the human resources management reform are proposed. First is to improve the relevance of human resource management and corporate strategy. Second is to construct a human resources management system that fits the corporate strategy. Therefore, it is recommended to establish an efficient information and operation system and optimize the organization. The five aspects of structure and staffing, expansion of employee promotion mechanisms, emphasis on employee training, and improvement of performance appraisal and incentive system are reformed in order to improve the competitiveness of ICBC's enterprises and comply with the trend of social development.

Key words: Internet finance; commercial banks; human resources management; reform

目 录

摘 要 I

ABSTRACT II

1 前言 - 1 -

1.1研究背景 - 1 -

1.2研究目的和意义 - 1 -

1.3国内外研究现状 - 1 -

1.3.1国外研究现状 - 2 -

1.3.2国内研究现状 - 3 -

1.3.3研究评述 - 4 -

1.4研究内容和方法 - 5 -

1.4.1研究内容 - 5 -

1.4.2研究方法 - 5 -

2 我国互联网金融发展现状 - 7 -

2.1互联网金融的定义及主要特征 - 7 -

2.1.1互联网金融定义 - 7 -

2.1.2互联网金融的主要特征 - 7 -

2.2互联网金融的主要业务形态 - 8 -

2.2.1第三方支付 - 8 -

2.2.2 P2P网络借贷 - 9 -

2.2.3众筹融资 - 9 -

2.2.4大数据金融 - 9 -

2.3互联网金融与传统金融对比 - 10 -

3 中国工商银行发展历程 - 11 -

3.1中国工商银行发展现状 - 11 -

3.1.1中国工商银行简介 - 11 -

3.1.2中国工商银行2017年度经营数据 - 11 -

3.2工行互联网金融发展现状 - 11 -

3.2.1工行互联网金融产品 - 12 -

3.2.2互联网金融对工行的影响 - 13 -

4 工行苏州分行人力资源管理现状分析 - 15 -

4.1苏州分行人力资源管理现状 - 15 -

4.1.1现行实施的人力资源政策 - 15 -

4.1.2人力资源管理存在的问题 - 18 -

4.2苏州分行人力资源变革必要性分析 - 19 -

4.2.1互联网金融对人力资源管理的影响机制 - 19 -

4.2.2人力资源管理变革的必要性 - 21 -

5 互联网金融下苏州分行人力资源管理变革动力及阻力 - 22 -

5.1互联网金融下苏州分行人力资源管理变革动力 - 22 -

5.1.1企业转型推动人力资源管理变革 - 22 -

5.1.2同行业竞争企业推动人力资源管理变革 - 22 -

5.2互联网金融下苏州分行人力资源管理变革阻力 - 22 -

5.2.1经营理念和员工思维带来的阻力 - 22 -

5.2.2管理模式与管理制度带来的阻力 - 22 -

5.2.3人力成本与人才储备带来的阻力 - 23 -

5.3互联网金融对人力资源管理影响的调查问卷分析 - 23 -

5.3.1调查问卷设计 - 23 -

5.3.2调查结果 - 24 -

6 苏州分行人力资源管理变革措施分析 - 27 -

6.1苏州分行应对变革的人力资源管理目标 - 27 -

6.2苏分应对变革的人力资源管理策略 - 28 -

6.2.1建立人力资源管理信息系统及高效运营系统 - 28 -

6.2.2优化组织结构，合理规划人员规模 - 28 -