中國融資擔保行業人才發展戰略研究—以3A擔保公司為例

擔保行業在我國屬於准金融業中的一支新軍，呈現出了快速發展的趨勢，擔保行業所需人才為應具備金融業及准金融業通用能力的複合型人才，但受制於起步較晚、發展進程較短的現實狀況，人才吸引能力不足，並且現有的擔保機構自身人才培育能力有限，從而造成人才短缺。人才作為二十一世紀最重要的資源之一，企業的發展離不開人才，企業間的競爭，歸根結底是人才的競爭，隨著擔保行業在我國的迅速發展，也取得了不錯的業績，但關於人才發展戰略卻一直沒有得到足夠的重視，嚴重制約了行業的發展。本文首先對相關概念以及理論基礎進行簡要論述並對國內外擔保行業現有人才狀況進行分析，主要介紹了擔保機構服務定位、政策環境，人才培養路徑、人才管道來源以及中國融資擔保行業人才發展的特殊性。論文側重於融資擔保行業人才發展戰略管理體系必要性分析，結合3A公司人才發展案例，對擔保行業人才勝任力素質模型及培養體系進行探討。總結出融資擔保行業人才發展中存在的問題，並據此提出融資擔保行業人才發展的對策，主要包括：建立融資擔保人才勝任力素質模型，完善人才培養體系，加強人才的績效評價體系建設，增加薪酬激勵措施。

關鍵字

融資擔保；人才發展；戰略

並列摘要

Guarantee industry, belonging to a new branch of quasi-financial industry, is showing a trend of rapid development, and the talents it needs are those with general abilities of both financial industry and quasi-financial industry. However, limited by the late start and short history of development, guarantee industry finds itself lacking the ability to attract the proper employees. Moreover, the restricted ability to cultivate the talents by the industry itself is making this situation even worse, resulting in the shortage of talents. As one of the most important resources in the 21st century, talents mean a great deal to the corporate development and the enterprise competition, in the final analysis, is the talent competition. With the rapid development, guarantee industry has achieved good performances, but the insufficient attention to the talent development strategy has hindered it to gain greater success. In the first part, this paper makes a brief summary of the related concepts and basic theories. Then, it analyses the current state of domestic and foreign guarantee industry and has a detailed introduction to the particularity of its service orientation, policy environment, talent cultivation, talent source and talent development. It focuses on analyzing the necessity of the management system of talent development strategy. Combined with the example of 3A company, it probes into the competency model and talent cultivation system. Through these analyses and researches, the paper summarizes existing problems of talent development of financial guarantee industry and tries to provide some suggestions, which include: build the competency model of financial guarantee talent, perfect cultivation system, strengthen the construction of talent evaluation system and increase compensation incentives.