基于Z银行员工满意度调查的职业生涯管理研究
发布时间：2018-11-21 14:00
【摘要】：历经三十余年的改革开放,我国银行业正处于全面、快速发展的阶段。银行管理人员逐渐意识到职业生涯管理对提升员工综合能力、激发工作激情、留住优秀人才、促进银行效益提升、以及实现银行持续发展具有重要意义,并初步进行部分尝试。但多数银行基本仅开展了零星的职业生涯管理活动,完善的职业生涯管理体系在国内银行业中仍然普遍缺失。员工的个人发展需求未能够得到有效满足,出现银行员工工作满意度降低、工作消极情绪上升,进而影响绩效水平的提高等情况。 本文选取国内一家较具代表性的Z银行作为研究对象,通过对Z银行进行实地调查、向在职员工发放满意度调查问卷以及对离职员工进行深度访谈,并使用SPSS19.0软件对问卷调查结果进行因子分析,归纳出能力提升机会、制度政策支持、公正的绩效考评、晋升机会、员工培训、适当的工作压力等6个影响Z银行员工职业生涯管理满意度的重要因素,结合对离职人员的访谈及实地调查情况,总结出Z银行在员工职业生涯管理上存在的问题,提出通过提高管理层重视程度、加强员工自我规划意识、建立完善的职业生涯管理体系、与职业生涯管理匹配的晋升制度、培训制度以及绩效考评制度等改进Z银行员工职业生涯管的对策。希望通过该研究,为Z银行管理者在员工职业生涯管理的具体措施上,提供一些思路及参考。
[Abstract]:After more than 30 years of reform and opening up, China's banking industry is in a comprehensive and rapid development stage. Bank managers gradually realize that career management plays an important role in enhancing the comprehensive ability of employees, arousing work passion, retaining outstanding talents, promoting bank efficiency and realizing the sustainable development of banks. However, most banks have only carried out sporadic career management activities, and the perfect career management system is still generally absent in the domestic banking industry. The personal development needs of employees can not be effectively met, the bank staff job satisfaction decreased, work negative emotions increased, and then affected the performance level of the improvement. This article selects a representative Z bank as the research object, through the field investigation to Z bank, issues the satisfaction questionnaire to the in-service staff and carries on the in-depth interview to the former employee. And using SPSS19.0 software to factor analysis the results of the questionnaire, summed up the ability improvement opportunities, institutional policy support, fair performance evaluation, promotion opportunities, staff training, There are 6 important factors influencing the career management satisfaction of Z Bank, such as proper work pressure, and combined with the interview and field investigation, the problems in career management of Z Bank are summarized. Through raising the level of management attention, strengthening the awareness of self-planning of staff, establishing a perfect career management system, and matching the career management with the promotion system, Training system and performance evaluation system to improve Z bank staff career management countermeasures. Through this research, I hope to provide some ideas and references for Z bank managers in the specific measures of employee career management.
【学位授予单位】：广西大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F832.33
本文编号：2347183
[Abstract]:After more than 30 years of reform and opening up, China's banking industry is in a comprehensive and rapid development stage. Bank managers gradually realize that career management plays an important role in enhancing the comprehensive ability of employees, arousing work passion, retaining outstanding talents, promoting bank efficiency and realizing the sustainable development of banks. However, most banks have only carried out sporadic career management activities, and the perfect career management system is still generally absent in the domestic banking industry. The personal development needs of employees can not be effectively met, the bank staff job satisfaction decreased, work negative emotions increased, and then affected the performance level of the improvement. This article selects a representative Z bank as the research object, through the field investigation to Z bank, issues the satisfaction questionnaire to the in-service staff and carries on the in-depth interview to the former employee. And using SPSS19.0 software to factor analysis the results of the questionnaire, summed up the ability improvement opportunities, institutional policy support, fair performance evaluation, promotion opportunities, staff training, There are 6 important factors influencing the career management satisfaction of Z Bank, such as proper work pressure, and combined with the interview and field investigation, the problems in career management of Z Bank are summarized. Through raising the level of management attention, strengthening the awareness of self-planning of staff, establishing a perfect career management system, and matching the career management with the promotion system, Training system and performance evaluation system to improve Z bank staff career management countermeasures. Through this research, I hope to provide some ideas and references for Z bank managers in the specific measures of employee career management.
【学位授予单位】：广西大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F832.33
【参考文献】
相关期刊论文 前10条
1 康晟;;基于胜任力模型完善职业生涯管理体系[J];边疆经济与文化;2010年04期
2 乔冬;;家庭主要因素对大学生职业选择的影响[J];出国与就业(就业版);2010年14期
3 E·H·施恩;职业锚理论[J];中国人才;2002年09期
4 杭州金融研修学院课题组;吕香茹;沈谦;;国有(控股)商业银行员工职业发展机制探讨[J];金融论坛;2009年10期
5 张韶丽;如何进行岗位评价和以岗定薪[J];当代经济;2005年07期
6 张再生;肖雅楠;;职业生涯发展理论及中国本土新现象:隐喻视角分析[J];东北大学学报(社会科学版);2008年04期
7 袁庆宏;王双龙;张田;;雇员职业生涯发展中职业成长的驱动作用研究——基于MBA学员深度访谈与自传资料的案例分析[J];管理案例研究与评论;2009年03期
8 凌文辁;欧明臣;;企业员工自我职业生涯管理与组织职业生涯管理初探[J];广州大学学报(社会科学版);2010年04期
9 杨东涛;柳婷;;职业生涯管理对组织绩效影响的实证研究[J];江海学刊;2006年05期
10 杨维芝;;基于职业生涯发展阶段视角的企业核心员工职业生涯管理[J];经济师;2009年11期
，本文编号：2347183
本文链接：https://www.wllwen.com/jingjilunwen/guojijinrong/2347183.html
