A银行青年员工的就业稳定性研究

发布时间：2019-05-16 02:40

【摘要】：金融业的竞争,归根到底还是人力资源的竞争。青年员工是企业的生力军,作为人力资源的重要组成部分,其就业稳定性对企业的可持续发展具有重大意义。近年来随着金融市场竞争的加剧,给A银行带来了空前的业务发展压力和人力资源压力。当前,A银行员工的离职率居高不下,跳槽离职的现象较为普遍,其中青年员工占据了离职人员的绝大多数,A银行年轻员工队伍的稳定性受到了极大挑战。本文从就业稳定性的定义出发,总结影响员工就业稳定性的因素,搜集A银行当前的人员现状和青年离职情况相关数据,并通过问卷调查的方式对影响A银行青年员工稳定的因素进行统计分析,研究发现A银行在薪酬制度、培训制度、企业文化、激励制度、员工招聘等五个方面都存在着不同程度的问题,笔者进而针对性地提出从以上五个方面来改善员工流失状况、提高就业稳定性的方法和策略。薪酬制度方面要建立定期的薪酬调整机制、工资费用适当向青年员工倾斜、拓宽薪酬空间、实行绩效收入为主的薪酬策略;培训方面要在拓展培训渠道、完善培训计划和建立培训后评价下功夫;激励制度可以从建立定期轮岗制度、完善考核体系指标等方面着手;企业文化则需要聚焦文化氛围的构建、人性化的管理政策等方面;招聘制度的改进则需要进一步完善用人计划和考察内容。本文提出的提升A银行青年员工就业稳定性的方法具有一定的可行性,对于实现A银行人力资源管理的优化,提升人力资源管理的科学化水平具有重大的现实意义。
[Abstract]:The competition of financial industry, in the final analysis, is the competition of human resources. Young employees are the new force of enterprises. As an important part of human resources, the employment stability of young employees is of great significance to the sustainable development of enterprises. In recent years, with the intensification of financial market competition, A Bank has brought unprecedented business development pressure and human resources pressure. At present, the turnover rate of Bank A employees is high, and the phenomenon of changing jobs is more common, among which the young employees account for the vast majority of the departing staff, and the stability of the young employees of Bank A has been greatly challenged. Based on the definition of employment stability, this paper summarizes the factors that affect the employment stability of employees, and collects the current situation of personnel in Bank A and the relevant data of youth turnover. Through the way of questionnaire survey, this paper makes a statistical analysis of the factors that affect the stability of young employees of Bank A, and finds that the salary system, training system, corporate culture and incentive system of Bank A, There are different degrees of problems in employee recruitment and other five aspects. The author then puts forward the methods and strategies to improve employee turnover and employment stability from the above five aspects. In the aspect of salary system, it is necessary to establish a regular salary adjustment mechanism, the salary cost should be tilted to the young employees, the salary space should be broadened, and the salary strategy of performance income should be implemented. In the aspect of training, we should work hard to expand the training channels, improve the training plan and establish the post-training evaluation, and the incentive system can start from the establishment of the regular rotation system and the improvement of the indicators of the assessment system. Corporate culture needs to focus on the construction of cultural atmosphere, humanized management policy and so on, while the improvement of recruitment system needs to further improve the employment plan and investigate the content. The method proposed in this paper to improve the employment stability of young employees in Bank A is feasible, and it is of great practical significance to realize the optimization of human resources management in Bank A and to improve the scientific level of human resources management.
【学位授予单位】：南昌大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F832.33

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