Research on the Supply and Demand of Human Resources in Commercial Banks and Their Equilibrium

Author: Luo Mingzhong
Publisher:
Publish Date: 2004-09-01
Features: The author applies the relative cost-benefit comparison method and equilibrium analysis method of new institutional economics to analyze the economic and non-economic factors influencing the supply and demand of human resources in China's commercial banks from an economic perspective. The author comprehensively examines the dynamic equilibrium, structural equilibrium, behavioral game equilibrium, and institutional equilibrium of the supply and demand of human resources in commercial banks. The author also proposes countermeasures for the integration and optimization of human resource management in China's banking sector: advancing bank reforms in line with market requirements; strengthening incentives to enhance human resource quality; and standardizing the corporate governance structure of joint-stock commercial banks. In terms of human resource supply, economic factors are the key drivers affecting the supply of human resources in China's commercial banks, while the influence of non-economic factors varies from person to person and region to region. Internal income distribution is one of the important economic factors. Examining China's commercial banks' human resource supply from this perspective reveals that the hierarchical wage income distribution system widely implemented in China's commercial banks has limited incentive effects under incomplete information, with issues such as the lack of targeted incentives, distorted incentive objectives, unreasonable income gaps, and overly complex or simplified income structures, which must be improved. In terms of human resource demand, from a macro perspective, the cost-benefit comparison in economics is the decisive factor for the demand for human resources in China's commercial banks; talent reserves have begun to be on the agenda; the obligation to increase social employment is gradually diminishing; and the will of leaders remains significant. From the perspective of how a bank's micro-level behavioral decisions affect human resource selection, external superficial factors are strong constraints on the demand for human resources in China's commercial banks; the influence of personal connections and local ties should not be underestimated; and special requirements are placed on the personal character and quality of employees.