就交通银行甘肃省分行来看， 年逾期贷款 6.67 亿元，占比 2.42%，较
年初上升了 1.31 个百分点，考虑对部分逾期贷款进行了重组，此类贷款预期到
期后全额归还的可能性较小，整体来看实际逾期率高于当前数字显示，信贷资产
质量的管理情况面临着严峻的形势
而对于银行贷款风险的把控，主要依靠于前端客户经理的贷前调查，和中后
端贷款审查人员的审查审批。由于客户经理近年来离职、跳槽的情况频发，大量
骨干力量已基本离职，剩余客户经理的存量现状基本上为工作时间短，业务知识
薄弱，风险意识缺失。考虑此部分人群的培养与成熟非一朝一夕可实现，因此从
实际效力来看，审查员的贷中和贷后调查已逐渐发展为银行贷款质量管理的重中
之重。审查员由于接触大量业务，对潜在风险有直观的认识，对于贷款准入、方
案设计审核起到把关的作用，是控制不良贷款最直接、最有效的一环。同时审查
员还能够对客户经理加强业务培训，帮助其提高业务能力和风险意识。目前面临
的问题是，不同于其他人员工种相对完善的招聘体系，我行审查员的聘用大部分
由部门领导从行内根据平时印象直接选用，招聘制度较简单随意，缺乏科学、量
化的评判标准，同时招聘渠道比较单一，另外审查员岗位自身也存在基于各种原
因的离职现象，对于队伍稳定性、业务连贯性有一定影响。因此本次论文撰写针
对于银行贷款审查员这个特定的岗位，在整理归纳招聘相关历史文献资料基础上，
结合人资管理、组织行为学、心理学、管理学等理论进行研究。针对甘肃交行审
查员招聘中存在的问题，通过实例调查设计出审查员的聘用优化方案，从招聘规
划，人员的选拔标准，招聘的渠道、流程，面试技巧，招聘工具等方面进行优化
改进
研究的最终目的在于提升银行业对其风险管控的能力，与当前经济形势背景
对银行资产质量管控要求的不断提高相一致，另外也顺应了交通银行深化国有企
业改革，发展混合所有制经济，实现体制机制创新的发展格局，具有一定的实用
价值
关键词：甘肃交通银行；贷款审查；人员招聘；优化MBA 学位论文 作者：韩潇 交通银行甘肃省分行贷审人员招聘管理体系优化研究
III
Abstract
Bank lending is the main asset business of banks, and also the main source of profit for banks.
In recent years, due to the macro economic downturn, the industry structural contradictions
highlighted, significantly enhance the risk of loans, overdue bank loans, non-performing rate
continues to rise, according to thefive major state-owned bank annual report, NPL ratio is at
the beginning of last year in varying degrees up, all over the 1%, the control of non-performing
loans has become an important indicator of the level of consideration of banks.
Is Gansu Province branch of Bank of communications,years overdue loans 6.67 billion
yuan, accounted for than 2.42%, compared to the beginning of the year rose 1.31 percentage
points, consider restructuring on the part of the overdue loans, such loans is expected after the
expiration of the full return of less likely, the whole actual overdue rate higher than the current
figures show, the quality of credit assets management facing a grim situation.
And the risk of bank loans to the control, mainly rely on the front end of the customer
manager of the loan before the survey, and the back end of the loan review of the examination and
approval of the staff. Due to the frequent customer manager in recent years leave, quit, a large
number of the backbone has been basically turnover, the stock status of the remaining customer
manager basically for the working time is short, lacking business knowledge, risk awareness is
missing. Consider the cultivation of this part of the crowd and mature non overnight can be
realized, so from the point of view of the actual effect, inspector loan and post loan investigation
has gradually developed the top priority for the quality management of bank loans. As a result of a
large number of contacts, the potential risks have a direct understanding of the loan access, design
audit play a gatekeeper role, is the most direct control of non-performing loans, the most effective
one. At the same time, it is also able to strengthen business training to customer managers, to help
them improve their business ability and risk awareness. Currently facing the problem is different
from other people of relatively perfect system of recruitment, hiring censors most by the head of
the Department from the row according to the usual impression direct selection, recruitment
system is simple and casual, the lack of a scientific and quantitative criteria, and recruitment
channels as compared to the single, also review staff positions itself is based on various reasons of
turnover phenomenon, for the stability of the team, business continuity has certain influence. So
this thesis writing for the bank loan review staff this particular job, in summarizing the recruitment
of relevant historical documents based on, combined with human resource management,
organizational behavior, psychology and management science theory to conduct the research. In
view of the problems existing in Gansu bank examiner recruitment and through investigatingMBA 学位论文 作者：韩潇 交通银行甘肃省分行贷审人员招聘管理体系优化研究
IV
examples design the examiner employed optimization scheme, from recruitment planning,
personnel selection criteria, recruitment channels, process, interview skills, recruitment tools for
optimization and improvement.
The ultimate purpose of this research is to improve banking on the risk control ability, and
the background of the current economic situation of bank asset quality control requirements of the
continuous improvement of consistent, also conforms to the Bank of communications, deepen the
reform of state-owned enterprises, the development of mixed ownership economy, realize the
development pattern of the innovations in systems and mechanisms, so it has certain practical
value.
Key words:Gansu Province branch of Bank of communications; credit review; recruitment;
optimizationMBA 学位论文 作者：韩潇 交通银行甘肃省分行贷审人员招聘管理体系优化研究
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目录
一、引言...7
1.1 选题背景和研究意义...7
1.1.1 选题背景......7
1.1.2 研究意义......8
1.2 研究思路和主要内容..........9
1.2.1 研究思路......9
1.2.2 研究方法....10
1.2.3 研究创新点10
二、招聘管理理论....11
2.1 招聘的概念........11
2.2 招聘的流程........12
2.3 招聘原则13
2.4 招聘的影响因素...........13
2.4.1 招聘的外部影响因素....... 13
2.4.2 招聘的内部影响因素....... 14
2.4.3 影响招聘的个人因素....... 15
2.5 招聘的方法和甄选的策略....16
2.5.1 招聘的方法16
2.5.2 招聘中的甄选策略........... 18
三、交通银行甘肃省分行贷审人员招聘管理现状评价.......19
3.1 交通银行甘肃省分行贷审人员人力构成19
3.1.1 组织架构....19
3.1.2 人力总体情况........20
3.1.3 员工的年龄结构和行龄结构....... 21
3.1.4 员工的学历结构和专业结构....... 22
3.2 交通银行甘肃省分行贷审人员招聘现状分析...23
3.2.1 招聘理念及招聘权限....... 23
3.2.2 招聘流程....24
3.2.3 近年来离职人员及招聘情况....... 25
3.3 交通银行甘肃省分行贷审人员招聘存在的问题分析.27
3.3.1 贷审人员及主管对招聘管理存在问题的访谈设计.......27
3.3.2 访谈信息分析........28
3.3.3 贷审人员招聘管理存在的问题分析.......29MBA 学位论文 作者：韩潇 交通银行甘肃省分行贷审人员招聘管理体系优化研究
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四、交通银行甘肃省分行贷审人员招聘体系改进方案.......32
4.1 交通银行甘肃省分行贷审人员招聘体系改进目标......32
4.2 交通银行甘肃省分行贷审人员招聘体系的优化方案.33
4.2.1 优化人力资源规划........... 33
4.2.2 甄选标准的优化... 35
4.2.3 招聘渠道的优化... 40
4.2.4 招聘流程的优化... 42
4.2.5 招聘工具的运用... 43
五、交通银行甘肃省分行贷审人员招聘优化方案实施的保障..45
5.1 领导层面的保障...........45
5.2 人资部门的保障...........45
5.3 用人部门的保障...........46
5.4 培训方面的保障...........46
六、结论与展望.
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