LD银行大连分行人才流失案例研究

发布时间：2018-04-13 21:19

本文选题：LD银行大连分行 + 人才流失　；参考：《大连理工大学》2015年硕士论文

【摘要】：站在中国全面深化改革的元年,国内经济深度调整,金融改革纵深推进,人力资本的经济重要性也逐步上升。面对利率市场化、金融脱媒、互联网金融、产业转型等复杂的经营环境,银行业务的开展也面临着严峻挑战,激烈的市场竞争实则表现为人才的竞争。当下,各个金融与非金融机构为了打造高效团队、提升人才质量,不惜重金通过种种渠道雇佣那些熟悉金融市场、拥有客户资源及银行工作经验的核心人才。行业之间互挖人才现象屡见不鲜,经营不善的银行人才流失现象也日益严重。这也令银行人力资源管理者在反省应该如何吸纳人才、留住人才、培养人才,只有加强与完善人力资源管理,才会给银行带来可持续发展的生机和活力。因此,本文采用案例研究的方法,以LD银行大连分行为例,在简单介绍公司情况与行业背景的基础上,通过列举中高层领导的内斗、资深员工的请辞、新聘员工的困惑等三例辞职事件,指出LD银行大连分行在高层管理团队架构责权利不清、职业生涯管理制度的缺失、培养体系设置不科学、薪酬福利制度缺乏灵活性、绩效考核制度不完善等五方面的不足是导致人才流失的主要原因。并基于上述原因,有针对性的提出应对人才流失的对策与建议。旨在通过这些具体措施,提高员工对企业的忠诚度、认同感和归属感；以倡导企业文化为核心,建立员工与企业的新联盟契约关系；以控制人才流失率为目的,寻求员工与企业的一致利益,构造员工与企业共同成长、稳定发展的和谐氛围。
[Abstract]:Standing in the first year of China's comprehensive deepening of reform, the domestic economy has been deeply adjusted, the financial reform has been pushed forward in depth, and the economic importance of human capital has gradually increased.Facing the complicated operating environment such as interest rate marketization, financial disintermediation, Internet finance, industrial transformation and so on, the development of bank business is also faced with severe challenges, and the fierce market competition is reflected in the competition of talents.At present, in order to create efficient teams and improve the quality of talent, financial and non-financial institutions are willing to hire core talents who are familiar with financial markets, have customer resources and experience in banking through a variety of channels.The phenomenon of mutual talent mining between industries is common, and the bank brain drain is becoming more and more serious.This also makes the human resource managers of banks reflect on how to absorb, retain and train talents. Only by strengthening and perfecting human resources management, can the bank bring about the vitality and vitality of sustainable development.Therefore, this paper adopts the method of case study, taking the Dalian Branch of LD Bank as an example, on the basis of brief introduction of the company and industry background, through enumerating the infighting of the middle and senior leaders, and the resignation of senior employees.This paper points out that LD Bank Dalian Branch has unclear responsibilities in senior management team structure, lack of career management system, unscientific setting of training system, lack of flexibility of salary and welfare system, etc.The deficiency of performance appraisal system is the main reason of brain drain.Based on the above reasons, the countermeasures and suggestions to deal with the brain drain are put forward.Through these concrete measures, the purpose of this paper is to improve the employee's loyalty, identity and sense of belonging to the enterprise; to promote the corporate culture as the core, to establish a new alliance contractual relationship between the employee and the enterprise; and to control the turnover rate of talents.Seek the consistent interests of employees and enterprises, construct harmonious atmosphere of common growth and stable development of employees and enterprises.
【学位授予单位】：大连理工大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F832.33;F272.92

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