【摘要】：在金融全球化浪潮下，我國金融體制改革不斷深化，尤其是在黨的十八屆三中全會后，金融改革作為經(jīng)濟(jì)改革的核心必將得到前所未有的重視，隨之而來的一系列改革舉措將徹底改變金融行業(yè)的格局，甚至使金融行業(yè)面臨重新洗牌和結(jié)構(gòu)性的調(diào)整，金融行業(yè)的準(zhǔn)入機(jī)制將逐步放松直至完全放開，國有控股商業(yè)銀行將面臨著其他中資商業(yè)銀行、民營銀行和外資商業(yè)銀行的多重競爭壓力，而作為當(dāng)今企業(yè)間競爭的核心---人才競爭將異常的慘烈（尤其是核心人才）。國有控股商業(yè)銀行依靠政策優(yōu)勢在改革開放初期逐步積累起來的優(yōu)質(zhì)人才優(yōu)勢將會逐步喪失。B銀行青島分行就正經(jīng)受著人才流失所帶來的陣痛，逐年上升的人才流失率以及隨之而來的成本增加、資源重置、客戶流失等問題，正嚴(yán)重影響該分行的健康持續(xù)發(fā)展。對B銀行青島分行而言，如何穩(wěn)步有序推進(jìn)人力資源管理制度的改革、如何打造一個(gè)能吸引人才、用好人才、留住人才、提升人才的良好企業(yè)文化氛圍已是迫在眉睫需要解決的問題。 學(xué)術(shù)界對人力資源流失的研究比較多，不同的學(xué)者從不同的角度作出了很多有價(jià)值的分析與研究，從內(nèi)、外部因素進(jìn)行研究的雖然也比較多，但是從人力資源的各個(gè)崗位的角度來分析研究的就相對較少，本文試圖通過對B銀行青島分行內(nèi)部各個(gè)崗位員工的人力資源流失的原因分析探索性地提出筆者的看法。本文通過借鑒人力資源流失的相關(guān)理論，在對B銀行青島分行歷年人員流失情況調(diào)查的基礎(chǔ)上，結(jié)合與該行離職人員的訪談資料，同時(shí)綜合考慮該行人力資源多方面的構(gòu)成特點(diǎn)及人員流失特點(diǎn)，深入分析該行人力資源流失的外部因素、內(nèi)部因素及員工自身因素，，并進(jìn)一步系統(tǒng)分析人力資源流失對該行成本、工作效率、客戶資源、員工士氣及商譽(yù)的影響�；趯銀行青島分行人員流失的綜合分析，本文有針對性地從招聘制度和方式、員工的職業(yè)發(fā)展、薪酬制度的完善、企業(yè)文化的建設(shè)等各個(gè)環(huán)節(jié)提出相對應(yīng)的對策及建議，期望能改變B銀行青島分行人力資源流失的現(xiàn)狀，提高該行員工綜合素質(zhì)，提升企業(yè)形象，構(gòu)建出一個(gè)良好的人力資源管理運(yùn)維機(jī)制。
[Abstract]:Under the tide of financial globalization, the reform of China's financial system is deepening, especially after the third Plenary session of the 18th CPC Central Committee, the financial reform as the core of economic reform will be given unprecedented attention. A series of reform measures that follow will completely change the pattern of the financial industry, and even make the financial industry face a reshuffle and structural readjustment. The access mechanism of the financial industry will be gradually relaxed until it is fully liberalized. State-owned holding commercial banks will face multiple competitive pressures from other Chinese commercial banks, private banks and foreign commercial banks. As the core of the competition among enterprises today, the competition for talents will be extremely fierce (especially for core talents). Depending on the policy advantages, the state-owned holding commercial banks will gradually lose the high-quality talent advantage gradually accumulated in the early stage of reform and opening up. The Qingdao Branch of Bank B is experiencing the labor pain brought by the brain drain. The increasing rate of talent wastage and the following problems, such as increasing cost, resetting resources and losing customers, are seriously affecting the healthy and sustainable development of the branch. For the Qingdao Branch of Bank B, how to advance the reform of the human resources management system steadily and orderly, how to create a talent that can attract, make good use of, and retain talent, It is urgent to solve the problem of promoting the good enterprise culture atmosphere of talents. There are many studies on human resources loss in academic circles. Different scholars have made a lot of valuable analysis and research from different angles. Although there are many internal and external factors, However, from the point of view of each position of human resources, this paper tries to put forward the author's opinion by analyzing the reasons for the loss of human resources in various positions in Qingdao Branch of B Bank. Based on the investigation of the turnover of human resources in Qingdao Branch of Bank B in the past years, this paper combines with the interview data with the staff of the bank, which is related to the loss of human resources. At the same time, considering the human resources of the bank in many aspects of the characteristics of the composition and staff loss characteristics, in-depth analysis of the external factors of the loss of human resources, internal factors and staff factors, Furthermore, the effects of human resource loss on the cost, efficiency, customer resources, staff morale and goodwill of the bank are systematically analyzed. Based on the comprehensive analysis of the staff loss in Qingdao Branch of Bank B, this paper puts forward corresponding countermeasures and suggestions from the aspects of recruitment system and mode, staff career development, compensation system perfection, construction of enterprise culture, etc. It is expected that the present situation of human resource loss in Qingdao Branch of Bank B will be changed, the comprehensive quality of the staff of the bank will be improved, the image of the enterprise will be promoted, and a good operation and maintenance mechanism of human resources management will be constructed.
【學(xué)位授予單位】：中國海洋大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：F832.33

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