摘要
商业银行也是企业的一种，而且在这种企业中，知识与资本高度密集，商业
银行的价值就是通过货币资本与人力资本的高效结合实现的。与货币资本相较，
人力资本的积极性、主动性和活跃性更强。随着我国大力推进金融行业的改革开
放，很多外资银行进驻中国，逐步打破了以工农中建四大行垄断国内金融市场的
局面。由于外资银行的很多优越条件，国有商业银行出现了大量人才外流到外资
银行的现象。而且，随着国家对金融业政策的放宽，大量的地区性银行和城市商
业银行如雨后春笋般涌现出来，优秀的金融人才成为了诸多银行争夺的香饽饽，
越来越多的银行企业加入到争夺金融人才的大军中来。对于国有商业银行来说，
核心人才和高端人才的流失，不仅仅是人力资源上的损失，而且直接导致了与这
些人力相关的优质客户和高端专业技能也随之流失或者被竞争对手获得，因此，
国有商业银行面临着越来越重的压力

本文以中国银行邯郸分行为例，对国有商业银行的人力资源问题以及面临的
问题进行分析，找出优势以及短板。将选取的样本定位为基层业务骨干和基层管
理者。其次，对中国银行邯郸分行人才流失状况进行调查和研究，分析中国银行
邯郸分行人才流失的原因。最终，本文对如何加强中国银行邯郸分行有关人才队
伍建设进行探讨, 从而为国有商业银行强化员工人力资源管理，吸引与留住人才，
谋求更大的发展提供了具有较强可操作性的参考与借鉴，同时为相关理论研究也
提供了有益的启示

关键词：中国银行邯郸分行；国有商业银行；人才流失；原因；对策II
Abstract
Commercial Banks also is a kind of enterprise, and in this kind of enterprise,
knowledge and capital intensive, the value of commercial Banks is through currency
capital and human capital efficient combination of implementation. Compared with
monetary capital, human capital&39;s enthusiasm, initiative and activity stronger. Along
with our country financial industry, vigorously promote the reform and opening up, a lot
of foreign Banks into China, gradually broke with the workers and peasants build the
big four Banks monopoly the situation of the domestic financial market. Due to many
superior conditions of foreign Banks, state-owned Banks emerged a large number of
brain drain to the phenomenon of foreign Banks. And with the state finance policy to
relax, a large number of regional Banks and city commercial Banks have sprung up,
many Banks compete for financial talents has become the hot property, more and more
Banks enterprises to join to compete for financial talent in the army. For state-owned
joint-stock Banks, the core talented person and the loss of high-end talent, not just the
loss of human resources, and directly lead to the quality of the associated with these
human clients and high-end professional skills also subsequently lost or gain from his
rivals, as a result, state-owned joint-stock Banks face increasingly heavy pressure.
Based on theBank of China Handan Branch as an example, the human resources of
state-owned joint-stock Banks and problems were analyzed, and find the advantages and
weaknesses. Select samples may be defined as primary business backbone and first-line
managers. Secondly, From situation investigation and research of the brain drain of
Bank of China Handan Branch , this paper analyzes the reasons of the brain drain of
Bank of China Handan Branch. Finally, this articlediscusseson how to strengthen the
Bank of China Handan Branch the talent team construction, to strengthen state-owned
joint-stock bank staff human resources management, attract and retain talent, seek a
bigger development provides a strong operability of the reference and draw lessons
from, at the same time as the relevant theory research also provides beneficial
enlightenment.
Keywords: Bank of China Handan Branch;state-owned joint-stock commercial bank;
brain drain; factors and causes; countermeasuresIII
目录
摘要 ...I
Abstract II
第 1 章绪论 ...........1
1.1 研究背景与意义 ..........1
1.1.1 研究背景 ..........1
1.1.2 研究目的及意义 ....2
1.2 研究内容与研究方法 ......3
1.2.1 研究内容 ..........3
1.2.2 研究方法 ..........3
第 2 章商业银行人才流失研究综述 ...4
2.1 商业银行人才流失国外研究综述 ........4
2.1.1 关于人才流失的研究 4
2.1.2 分析人才流失的基本模型 ........4
2.1.3 人力资源管理的相关理论研究 ....9
2.2 国内商业银行人才流失调查 ...........12
2.2.1 关于人才流失的调查.12
2.2.2 国内商业银行人才流失的分析 ...13
第 3 章人才流失与商业银行人才流失 15
3.1 人才流失与商业银行人才流失的内涵.....15
3.1.1 人才定义 .........15
3.1.2 银行业人才定义 ...15
3.1.3 人才流失与商业银行人才流失的定义 .........15
3.2 人才流失与商业银行人才流失的影响因素 ...........16
3.3 人才流失对商业银行的影响.16
第 4 章中国银行邯郸分行人才流失现状调查 ......18
4.1 中国银行邯郸分行人才流失调查分析的模型基础-因子分析模型 ....18
4.2 中国银行邯郸分行调查问卷的设置与对象 ...........18
4.3 中国银行邯郸分行调查问卷的整理与数据分析 ........19
4.3.1 问卷统计 .........19
4.3.2 模型设计...........20IV
4.4 中国银行邯郸分行人才流失各项因素分析.20
4.4.1 因子分析过程 .....21
4.4.2 实证结果分析 .....24
第 5 章 中国银行邯郸分行人才流失的原因 ......25
5.1 个人原因 ...25
5.1.1 对职位和自身认知不足 .........25
5.1.2 个人发展空间有限制 ...........26
5.1.3 环境不适应 .......26
5.2 组织因素 ...26
5.2.1 绩效考核管理方面 .27
5.2.2 薪酬福利竞争力方面 ...........27
5.2.3 职位晋升渠道和空间方面 .......27
5.2.4 培训开发方面 .....28
5.2.5 企业文化方面 .....28
5.3 外部因素 ...28
5.3.1 人才竞争激烈 .....29
5.3.2 人才离职个人成本低 ...........29
第 6 章 中国银行邯郸分行人才流失的对策建议 ..30
6.1 个人方面 ...30
6.1.1 调整心态，塑造职场阳光心态 ...30
6.1.2 培养兴趣，注重学习 ...........30
6.1.3 提高认知，明确目标 ...........30
6.2 组织方面 ...31
6.2.1 加强现代企业制度建设，完善绩效管理体制 ...31
6.2.2 优化薪酬福利 .....32
6.2.3 完善员工培训 .....33
6.2.4 加强企业文化建设 .35
6.2.5 晋升机制和发展通道.36
6.3 外部方面 .........
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