随着社会主义市场经济的飞速发展，科学技术快速革新，近年来，随着国内金融体 制的深入改革，银行同业竞争愈加激烈，商业银行人力资源管理工作也愈发重要。青年 员工是银行重要的人力资源，关系银行当前和未来的可持续性发展。在我国，青年员工 的离职率在各个年龄段中最高，银行的青年员工中也有很大一部分群体幸福感不高，这 与青年价值观的变迁以及企业激励青年员工方法相对落后有关，值得深思。 因此，本研究，笔者着眼于 X 银行 Y 支行的青年员工，通过对青年员工的具体 案例、具体工作情况进行调查，在此基础上，考察人力资源管理相关工作对于青年员工 工作激励的影响。通过考察影响，对于未来银行员工激励的改革方向做出展望并通过具 体对策促进青年员工激励措施的完善。本稿以对青年员工的具体案例以及纸质调查问卷 为主，进行全面的研究及论述。 文章由四部分构成。第一部分提出选题动机，介绍研究背景和研究目标、研究对象、 研究方法和研究内容。第二部分介绍行业背景以及企业背景。在此基础上针对研究对象 中举出具体案例，具体说明青年员工的激励问题。第三部分对激励的相关理论进行综述， 并对青年员工激励的问题结合案例进行分析。对于接受调查问卷的青年员工反馈的问题 进行梳理和分析。第四部分在调查问卷结果的基础上，对本论文中心问题—青年员工激 励提出可行性的对策和建议。结论部分论述青年员工激励的方法及本研究未尽之处和今 后的课题。 关键词，银行；激励；青年员工- II - A Case Study of the Motivation Management for Young Employees in Bank X Abstract With the rapid development of the socialist market economy and the rapid innovation of science and technology, in recent years, with the in-depth reform of the domestic financial system, the banking industry has become increasingly fierce, and the human resources management of commercial banks has become increasingly important.Young employees are important human resources of the bank and are related to the current and future sustainability of the bank. In China, the turnover rate of young employees is the highest among all age groups. A large part of the bank's young employees also have a low level of happiness. This is related to the changes in youth values and the relative backwardness of the methods for motivating young employees. It is worth pondering. Therefore, in this study, the author focused on the young employees of Bank X Branch, and investigated the specific cases and specific work of young employees. On this basis, the impact of human resources management related work on the motivation of young employees was investigated. By examining the impact, we will look forward to the future reform direction of incentive of bank employees and promote the improvement of incentive measures for young employees through specific countermeasures. This paper focuses on the specific cases of young employees and paper questionnaires, and conducts comprehensive research and discussion. The article consists of four parts. The first part puts forward the motivation of the topic, introduces the research background and research objectives, research objects, research methods and research content. The second part introduces the industry background and corporate background. On this basis, specific cases are cited for the research objects, and the incentives for young employees are specifically explained. The third part summarizes the relevant theories of incentives, and analyzes the problems of young employees' incentives combined with cases. The problems of the feedback from the young employees who received the questionnaire were sorted out and analyzed. In the fourth part, based on the results of the questionnaire, the paper proposes the feasibility and countermeasures for the central issue of the thesis. The conclusion part discusses the methods of incentives for young employees and the unfinished and future topics of this study. Key Words，Bank; incentive; young aged staff- III - 目 录 摘要............................................................................................................................I Abstract ............................................................................................................................ II 1 绪论..............................................................................................................................1 1.1 研究背景与研究目标......................................................................................1 1.2 案例研究设计..................................................................................................2 1.2.1 研究对象..............................................................................................2 1.2.2 研究方法..............................................................................................2 1.3 研究内容..........................................................................................................3 2 案例正文......................................................................................................................4 2.1 行业背景..........................................................................................................4 2.2 企业背景..........................................................................................................4 2.2.1 X 银行 Y 支行经营概况.....................................................................4 2.2.2 Y 支行人力资源管理概况..................................................................5 2.3 Y 支行青年员工的激励问题..........................................................................6 2.3.1 柜员小王的不服..................................................................................6 2.3.2 客户经理小张的委屈..........................................................................7 2.3.3 大堂值班经理小辛的苦恼..................................................................8 2.3.4 对公客户经理小范的烦恼..................................................................9 3 案例分析....................................................................................................................12 3.1 相关概念及理论概述.......................................................................................12 3.1.1 青年员工的界定及特征....................................................................12 3.1.2 激励相关理论....................................................................................14 3.2 X 银行 Y 支行青年员工激励现状分析.......................................................17 3.2.1 Y 支行青年员工激励的现状............................................................17 3.2.2 Y 支行青年员工思想状况调查........................................................20 3.3 X 银行 Y 支行青年员工激励的问题分析...................................................22 3.3.1 青年员工晋升通道不够畅通............................................................22 3.3.2 青年员工福利待遇激励不充分........................................................23 3.3.3 青年员工工作支持与保障不够坚实................................................24 3.3.4 青年员工培训培养机制不够完善....................................................25 3.3.5 青年员工精神激励措施比较匮乏....................................................26 4 对策与建议................................................................................................................27- IV - 4.1 建立完善青年员工岗位交流与晋升机制....................................................27 4.1.1 优化青年员工职业晋升制度............................................................27 4.1.2 开展青年员工定期轮岗交流............................................................28 4.2 构建完善的薪酬激励体系............................................................................28 4.2.1 通过科学考评为薪酬分配提供有效依据........................................28 4.2.2 通过合理分配充分发挥薪酬激励效用............................................29 4.3 注重对青年员工的非物质激励....................................................................31 4.3.1 荣誉表彰激励....................................................................................31 4.3.2 工作支持保障激励............................................................................31 4.3.3 充分授权激励....................................................................................32 4.3.4 休息休假激励....................................................................................33 4.3.5 企业文化激励....................................................................................33 4.4 强化对青年员工的培训提升........................................................................34 4.4.1 通过科学设置课程体系提高培训的针对性....................................34 4.4.2 通过创新形式开展培训工作提升培训的实效................................35 结 论..........................................................................................................................36