金融行业雇主品牌建设的特色实践——以宁波银行为案例

发布时间：2018-03-10 06:38

本文选题：雇主品牌　切入点：人才引进　出处：《中国人力资源开发》2015年12期 　论文类型：期刊论文

【摘要】：雇主品牌建设对人力资源工作开展影响巨大,特别是快速发展期的银行,雇主品牌作用更加表现的淋漓尽致。本文以宁波银行为代表,对金融行业雇主品牌建设的一些特色实践进行了比较详尽的分析。文中分析了人员引进、培养、发现和任用的一些做法,对金融行业起到一些借鉴作用。员工引进方面,宁波银行采取了点、线、面三个方式,通过建设金融俱乐部、建立内推体系和打造微信招聘平台,吸引了一批新生代学生加入;员工培养方面,针对新入行员工的不同痛点和需求点,采取了员工辅导体系、"四会制"和建立孵化基地来做好员工培养;员工激励方面,通过建立后备人才库制度、公开竞聘制度和员工择岗制度进一步激发员工潜能。通过上述做法,实现了该企业招聘能力增强、员工敬业度增高、离职率降低三大效果。
[Abstract]:The employer brand construction has a great influence on the human resources work, especially in the rapid development period of the bank, the employer brand role is more incisive and incisive. This paper takes Ningbo Bank as the representative, This paper makes a detailed analysis of some characteristic practices of employer brand building in the financial industry. This paper analyzes the methods of introducing, cultivating, discovering and appointing personnel, which can be used as a reference for the financial industry. Ningbo Bank has adopted three ways: point, line, and face. Through the construction of financial clubs, the establishment of an internal push system and the creation of a recruitment platform for WeChat, Ningbo Bank has attracted a group of new generation students to join in. In view of the different pain points and demand points of new entrants, we have adopted the staff guidance system, the "four-session system" and the establishment of incubating bases to do a good job in staff training, and in terms of staff motivation, we have established a reserve talent pool system. The open competition system and employee job selection system further stimulate the potential of employees. Through the above measures, the enterprise has achieved three major effects: enhanced recruitment ability, higher employee engagement and lower turnover rate.
【作者单位】：宁波银行人力资源部;宁波银行人力资源部招聘部;
【分类号】：F272.92;F832.33

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