我国大型商业银行核心员工离职潮问题研究

发布时间：2018-01-15 01:14

本文关键词：我国大型商业银行核心员工离职潮问题研究　出处：《北京交通大学》2017年硕士论文　论文类型：学位论文

【摘要】：本文在借鉴相关研究的基础上,并与经济学和管理学原理相结合,对我国大型商业银行核心员工流失进行分析,包括对核心员工做出离职决策有影响的因素和他们的决策过程。而且从实际的情况着手,客观分析并有针对性的提出解决这个商业银行棘手问题的相关建议。本文着重强调了影响大型商业银行核心人才离职的原因主要可以分为个人因素、组织因素以及社会因素三个部分。从个人因素来看,其主要是当今社会个人择业观念、就业观念和职业发展观念的变化。目前个人以自我理想的实现和自我价值的提升为主要目的来进行择业就业。因此,个人是否受到银行的尊重和关爱,是否有公平竞争的环境,是否有为自己提供充分必要的发展机会,是否自己的辛勤付出和所获得的物质层次的报酬以及精神层次的报酬相匹配相适应,都是其重点考虑的因素。从企业组织层面上来看,大型商业银行是否有一套科学规范的招聘制度、员工培养计划以及人力资源管理制度;银行提供的薪资报酬是否合理科学;银行有没有设计并且使用一套有效率的绩效考核方案;是否对其员工能够提供良好的未来发展机会,也都成为了人才考虑去留的关键因素所在。最后,从社会外部环境角度出发,社会保障制度是否规范健全合理,能不能和其他金融机构相竞争,并争夺人才,也是一个重要因素。因此我国大型商业银行应该针对核心员工流失建立科学的解决对策,从而不断获得和加强人才竞争优势,不断降低核心员工流失,才能在金融市场开放和发展的宏大进程中,争夺人才,激励员工,创造更多更大的企业效益和社会效益。本文吸收和运用了众多国内外专家学者的研究和学术成果,从多方面分析人才离职留职决策的过程和影响因素,并对此得到了一些相适应的对策和方案,具备了一定的理论意义。同时,本文指出的这些管理理念和对策,有助于大型商业银行改善自己的管理模式,提高人才保留率,对人才管理具有一定的现实意义。
[Abstract]:Based on the relevant research and the combination of economics and management principles, this paper analyzes the core staff turnover of large commercial banks in China. Including the core staff to make the decision to leave the factors and their decision-making process. And from the actual situation. Objective analysis and targeted solutions to the thorny problems of commercial banks related recommendations. This paper emphasizes the impact of large commercial banks core talent turnover reasons can be divided into individual factors. Organizational factors and social factors. From the perspective of personal factors, it is mainly the concept of personal career choice in today's society. The change of the concept of employment and career development. At present, individuals take the realization of self-ideal and the promotion of self-value as the main purpose of employment. Therefore, whether the individual is respected and loved by the bank. Whether there is a fair competition environment, whether to provide adequate opportunities for their own development, whether their hard work and the material level of remuneration and spiritual level of remuneration matching. From the enterprise organization level, whether the large commercial banks have a set of scientific and standardized recruitment system, staff training plan and human resources management system; Whether the salary and remuneration provided by the bank is reasonable and scientific; Does the bank design and use an efficient performance appraisal scheme; Whether to provide its staff with good future development opportunities has also become the key factor of talent consideration. Finally, from the perspective of the social external environment, whether the social security system is sound and sound. Whether we can compete with other financial institutions and compete for talents is also an important factor. Therefore, our large commercial banks should set up a scientific solution to the loss of core staff. In order to continuously acquire and strengthen the competitive advantage of talents and reduce the loss of core staff, we can compete for talents and encourage employees in the grand process of opening and developing the financial market. This paper absorbs and applies the research and academic achievements of many experts and scholars at home and abroad to analyze the process and influencing factors of the decision of talents leaving and remaining in various aspects. At the same time, this paper points out these management ideas and countermeasures, which will help large commercial banks to improve their own management model. Improving the rate of talent retention is of practical significance to talent management.
【学位授予单位】：北京交通大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F832.33

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