邮政储蓄银行X分行员工流失问题与对策

发布时间：2018-03-26 04:38

本文选题：人才流失　切入点：国有银行　出处：《吉林大学》2012年硕士论文

【摘要】：在国民经济持续、快速增长，金融体制改革不断深化的大背景下，国内商业银行获得了快速发展机遇，金融市场不断繁荣之后，国内商业银行间的竞争也随之加剧，导致人才的竞争愈演愈烈。人才流失必定给银行造成巨大损失。中国早期计划经济时代的银行不能算作是企业，所以相对成熟的银行业在中国出现得要晚于银行实际存在的时间，真正市场化运营的时间短就必然导致国有银行在经营、管理实力方面存在差距，由此可见一般，造成人才流失的体制因素也必然存在于国有银行的人才管理过程中。邮储银行X分行是新兴国有商业银行的分支机构，在四年来的发展过程中同样面临着人才流失的挑战，虽然分析过往四年多人才流失的流向和其他国有商业银行不完全相同，但是带来的影响却一样深远，而且“他山之石可以攻玉”，X分行在人才管理模式上应该吸取前人的经验和教训，避免发展成熟后，重蹈覆辙，出现其他国有银行曾经面对的问题。本文对当前X分行的人才流失问题进行系统研究。首先，我们描述了X分行人才流失的现状，然后通过对流失银行员工满意度的调查，分析该行人才流失的特点和原因，，调查结果显示该行人才流失主要呈现有以下特点，即人员的主要流失方向是X分行隶属的一级分行、流失人员的行龄短、流失人员本科以上比重大等。缺乏能明显区分贡献的薪酬激励机制、缺乏完善的培训机制、需要积极、健康的文化氛围对员工职业发展导向进行引导、提高对员工的职业规划能力等是造成该行人才大量流失的主要原因。在此发现问题、提出问题的基础上，本文本着解决问题的态度，提出了四个方面的改进措施，具体包括：改革员工激励机制、加强约束机制、优化培训及提升机制、进一步加强企业文化建设等。本文通过发现问题、分析问题，提出解决问题得办法，意在提高X分行对人才流失问题的重视程度，并最终解决人才流失问题。
[Abstract]:With the sustained and rapid growth of the national economy and the deepening of the reform of the financial system, domestic commercial banks have gained rapid development opportunities, and the competition among domestic commercial banks has also intensified after the financial market has continued to flourish. The brain drain is bound to cause huge losses to banks. The banks of China's early planned economy era could not be counted as enterprises. Therefore, the relatively mature banking industry appears later than the actual existence of the banks in China. The short time for the real market-oriented operation will inevitably lead to a gap in the management and management strength of the state-owned banks. It can be seen from this that there is a gap in the management and management strength of the state-owned banks. The institutional factors that cause the brain drain must also exist in the talent management process of the state-owned banks. The Postal savings Bank X Branch is a branch of the new state-owned commercial banks, and it is also facing the challenge of the brain drain in the development process of the past four years. Although the flow of brain drain over the past four years is not exactly the same as that of other state-owned commercial banks, the impact is just as profound. Moreover, "the Stone of other Mountains can attack the Jade" in the talent management mode, the X branch should draw on the experience and lessons of the predecessors, and avoid making the same mistake again after the development has matured. This paper systematically studies the brain drain of X branch. First, we describe the current situation of the brain drain in X branch, and then through the investigation of the employee satisfaction of the lost bank. The characteristics and causes of the brain drain of the bank are analyzed. The results of the investigation show that the brain drain of the bank is mainly characterized by the following characteristics: the main direction of personnel turnover is the first grade branch attached to X branch, and the age of the lost personnel is short. Lack of salary incentive mechanism, lack of perfect training mechanism, need a positive and healthy cultural atmosphere to guide employees' career development, Improving the ability of career planning for employees is the main reason for the loss of talents in this bank. On the basis of finding the problems and putting forward the problems, this paper puts forward four improvement measures based on the attitude of solving the problems. It includes: reforming the staff incentive mechanism, strengthening the restraint mechanism, optimizing the training and promotion mechanism, further strengthening the construction of the enterprise culture, etc. This paper puts forward the solution to the problem by finding the problem, analyzing the problem, and putting forward the solution to the problem. The purpose of this paper is to increase the attention of X Branch to the problem of brain drain and to solve the problem of brain drain.
【学位授予单位】：吉林大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：F272.92;F832.2

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