英语论文网

At present, Tianjin Bank headquarters offices are equipped with 21 departments, an office and a preparatory group, a board of directors and board of supervisors meeting, where the Board has established a Risk Management Committee, Management Transactions Control Committee, the Audit Committee, the Remuneration Committee to stir up trouble, develop Strategy Committee and other five committees; Bank has four branches below (Binhai Branch, Beijing Branch, Shanghai Branch, and Jinan Branch), 98 sub-branches (all in the Tianjin City) and 160 business outlets.

From the above chart we can see that the implementation of the Bank of Tianjin is a corporate management model, under the branches, sub-branches. Branch under a branch or bank. Tianjin Branch is a profit center for banks, rather than directly under the head office branch; numerous branches, numerous outlets throughout the entireTianjin. This organizational structure has three advantages: first, the power level less convenient headquarters issued the policy and implementation, but also conducive to the branch of information feedback; Second, the intensity of the higher branch coverage, with strong market penetration ; Third, each branch has a strong autonomy, can be more flexible according to local conditions to make the best decisions. However, this form of organization is still extensive management model, the bank is not conducive to the realization of economies of scale, it is difficult to adapt to the highly competitive environment of financial liberalization and business innovation; addition, authorities are too many headquarters functions, management and running costs are more high.

人力资源市银行业务拓展和创新的核心力量。目前，天津银行共有员工4000余人，但多为一般的银行操作性员工，高素质优秀人才较为缺乏，尤其是战略决策性、产品研发型、金融信息软件开发型等高端人才稀少，存在着多数银行面临的“多而不精”的人力资源问题。

Human Resources city bank business development and innovation core strength. At present, Tianjin Bank employs more than 4,000 people, but mostly for general banking operational staff, more a lack of high-quality talents, especially strategic decision-making, product development model, financial information and other types of high-end software development talent scarce, there is a majority of banks face "and more without fine" human resources issues. This is mainly because of human resource management in the Bank of Tianjin lack of effective incentive and restraint mechanisms, employee wages and benefits compared to the industry status is low, and therefore can not attract and retain the best talent for our services.

In addition, the Bank of Tianjin lack of clear human resource planning, effective staff training mechanism, improve the talent pool system and strict performance evaluation mechanism, these problems will not help Tianjin bank employees and improve the overall quality of the line long-term development.

Financial situation can be said that the blood of every business, relating to a company's life. Here mainly from asset quality, profitability and capital adequacy three aspects to analyze the financial position of Bank of Tianjin.

Commercial bank assets primarily through its liability business (deposits) the accumulated monetary funds, including discounting, loans and securities investments, which is a comme本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。