东营市某国有商业银行人才流失问题研究
发布时间：2018-12-10 11:04
【摘要】：随着信息革命和知识经济的到来,银行业间的竞争越来越演变为人才间的竞争,谁能吸引优秀的人才,谁善于使用和留住优秀的人才,谁就能在未来的竞争中赢得优势,抢得先机。近年来,东营市某国有商业银行不断强化人力资源管理,注重人才的培养和使用,完善绩效考核和薪酬管理,加强企业文化建设,取得了积极成效。同时也面临着大量的问题,特别是股份制改革上市后,人力资源综合改革未有效跟进,未形成一套系统化的现代人力资源管理体系,实践中仍侧重于一些非核心的、过于细化的人事管理工作,尤其随着外部市场竞争加剧,人才流失问题严重影响了发展。文章通过界定人才概念,对东营市某国有商业银行的发展历程,人力资源现状进行简要介绍,找出人力资源管理存在问题,引出人才流失的现状和影响,并分析人才流失原因。认为东营市某国有商业银行存在着岗位管理粗放、绩效管理体系不完善、薪酬与岗位、绩效脱节、员工培训方式单一,培训效果不明显等问题,加上外部竞争越加激烈,共同作用导致人才大量流失;通过对以上现状的分析,本文就东营市某国有商业银行人才流失对策进行研究,根据其人力资源管理存在的问题结合国内外人才管理理论,提出了通过制定人才战略规划,优化岗位管理稳定人才,完善人才绩效考核制度激励人才并开展多元化的培训以及加强人才的流动等挽留人才;在此基础上,东营市某国有商业银行应开展人才流失的过程控制和保证,通过整套的人才挽留过程控制进一步完善人才流失解决的方法;文章的最后结论对文章的整体进行了总结,并提出了展望。
[Abstract]:With the arrival of the information revolution and knowledge economy, the competition between the banking industry has become more and more talent competition. Who can attract the outstanding talents, who is good at using and retaining the excellent talents, who can win the advantage in the future competition. Take the preemptive opportunities In recent years, a state-owned commercial bank in Dongying City has continuously strengthened human resource management, paid attention to the cultivation and use of talents, improved performance appraisal and salary management, and strengthened the construction of enterprise culture, and achieved positive results. At the same time, it also faces a lot of problems, especially after the stock system reform, the comprehensive reform of human resources has not been followed up effectively, and a set of systematic modern human resources management system has not been formed. In practice, it still focuses on some non-core ones. Too detailed personnel management, especially with the intensification of external market competition, brain drain seriously affected the development. By defining the concept of talent, this paper briefly introduces the course of development and the present situation of human resources of a state-owned commercial bank in Dongying, finds out the existing problems in human resource management, leads to the present situation and influence of the brain drain, and analyzes the reasons for the brain drain. Some state-owned commercial banks in Dongying City have some problems, such as extensive post management, imperfect performance management system, disconnection between salary and post, performance, singleness of employee training mode, lack of obvious training effect, etc., and the external competition is becoming more and more fierce. The joint action causes the massive brain drain; Based on the analysis of the present situation, this paper studies the brain drain countermeasures of a state-owned commercial bank in Dongying City. According to the problems existing in its human resource management and the theory of talent management at home and abroad, this paper puts forward a talent strategic plan. Optimize post management to stabilize talents, perfect talent performance appraisal system to encourage talent and carry out diversified training and strengthen the flow of talent to retain talent; On this basis, a state-owned commercial bank in Dongying City should carry out the process control and guarantee of brain drain, and further improve the solution of brain drain through the whole set of process control of talent retention. The final conclusion of the article summarizes the whole article, and puts forward the outlook.
【学位授予单位】：中国石油大学(华东)
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F832.33
本文编号：2370463
[Abstract]:With the arrival of the information revolution and knowledge economy, the competition between the banking industry has become more and more talent competition. Who can attract the outstanding talents, who is good at using and retaining the excellent talents, who can win the advantage in the future competition. Take the preemptive opportunities In recent years, a state-owned commercial bank in Dongying City has continuously strengthened human resource management, paid attention to the cultivation and use of talents, improved performance appraisal and salary management, and strengthened the construction of enterprise culture, and achieved positive results. At the same time, it also faces a lot of problems, especially after the stock system reform, the comprehensive reform of human resources has not been followed up effectively, and a set of systematic modern human resources management system has not been formed. In practice, it still focuses on some non-core ones. Too detailed personnel management, especially with the intensification of external market competition, brain drain seriously affected the development. By defining the concept of talent, this paper briefly introduces the course of development and the present situation of human resources of a state-owned commercial bank in Dongying, finds out the existing problems in human resource management, leads to the present situation and influence of the brain drain, and analyzes the reasons for the brain drain. Some state-owned commercial banks in Dongying City have some problems, such as extensive post management, imperfect performance management system, disconnection between salary and post, performance, singleness of employee training mode, lack of obvious training effect, etc., and the external competition is becoming more and more fierce. The joint action causes the massive brain drain; Based on the analysis of the present situation, this paper studies the brain drain countermeasures of a state-owned commercial bank in Dongying City. According to the problems existing in its human resource management and the theory of talent management at home and abroad, this paper puts forward a talent strategic plan. Optimize post management to stabilize talents, perfect talent performance appraisal system to encourage talent and carry out diversified training and strengthen the flow of talent to retain talent; On this basis, a state-owned commercial bank in Dongying City should carry out the process control and guarantee of brain drain, and further improve the solution of brain drain through the whole set of process control of talent retention. The final conclusion of the article summarizes the whole article, and puts forward the outlook.
【学位授予单位】：中国石油大学(华东)
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F832.33
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