上海N银行人员流失的对策研究

发布时间：2018-03-20 03:21

本文选题：银行　切入点：人力资源　出处：《华东理工大学》2017年硕士论文　论文类型：学位论文

【摘要】：在银行生存与发展的过程中,人才是银行发展的动力和源泉,发展人才才是硬道理。对银行来说,每当年底也成了银行最"动荡"的时期,因为年底是人才流失的高峰期。或是个人原因或是银行问题,年底银行面临着大大小小的人事变动。上至管理层,下至普通员工,员工流失足以影响到银行的生产力。所以人才流失绝对不是一个轻松的问题,如何吸引人才便成为银行管理者十分关心的问题。不断增加员工与企业间的依存度,防止优秀人员流失是一项系统工程,需要上海N银行长期不懈的努力。本文对在大量的人员流失理论模型和人力资本理论研究的基础上,对上海N银行行业员工流失进行了比较系统的研究。从上海N银行的现状分析,折射出当今社会银行行业的整体现状,分析了目前人员流失的情况和对自身银行发展的影响。文章从银行自身、银行外部、个人三个角度分析影响上海N银行人员流失因素,针对银行行业人员流失的原因,提出了6点解决策略。包括重视人力资源规划;以人力资源为主打造忠诚的银行文化;设立有效的薪酬福利体系机制;完善晋升考核机制,提供良好的晋升空间;为人员提供个人施展平台;做好银行行业人员培训与储备。最后,结论部分总结了本文的应用性,同时提出文章的不足。
[Abstract]:In the process of bank survival and development, talent is the driving force and source of bank development, and the development of talent is the ultimate principle. For banks, the end of the year has also become the most "turbulent" period for banks. Because the end of the year is the peak of the brain drain. For personal reasons or banking problems, banks are faced with personnel changes large and small at the end of the year. Up to the management level, down to the general staff, Staff turnover is enough to affect the productivity of banks. Therefore, brain drain is definitely not an easy problem. How to attract talents has become a matter of great concern to bank managers. To prevent the loss of outstanding personnel is a systematic project, which requires the long-term and unremitting efforts of Shanghai N Bank. Based on a large number of theoretical models of personnel turnover and the theory of human capital, This paper makes a systematic study on the turnover of employees in Shanghai N Bank industry. From the analysis of the present situation of Shanghai N Bank, it reflects the overall situation of the social banking industry. This paper analyzes the current situation of staff loss and its impact on the development of its own bank. This paper analyzes the factors affecting the turnover of personnel in Shanghai N Bank from three angles: the bank itself, the bank external and the individual, and aims at the reasons for the loss of staff in the banking industry. Six solutions are put forward, including attaching importance to human resource planning, building a loyal bank culture based on human resources, setting up an effective salary and welfare system, perfecting the promotion appraisal mechanism and providing a good promotion space. Finally, the conclusion summarizes the application of this paper, and puts forward the deficiency of the article.
【学位授予单位】：华东理工大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F832.33

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