随着金融市场开放程度的加大，改革与发展成为商业银行面临的主要问题，这也间 接导致了商业银行人才竞争优势的丧失。本文以中国民生银行S分行为研究对象，通过 对国内外大量先进研究成果进行分析，提出了商业银行人才流失的问题和对策，为商业 银行人才管理提供参考。除此之外，本文还对导致民生银行S分行人才流失的原因进行 了资料调查和访谈，系统而全面地了解分行的发展史和人才流动情况，在此基础上提出 影响人才流失的内部因素、外部因素和组织原因，进而为商业银行的人才管理工作提供 强有力的支持。 本文从商业银行人才流失的研究意义和目的出发，利用文献分析法和案例研究法， 对国内外人才流失的理论研究进行了对比，在此基础上，分析了中国民生银行S分行人 才流失的现象，明确S分行人才流失尤其是核心人才流失，对企业的发展带来的不利影 响，接下来，通过调查分析的方式，对民生银行的人才流失进行详细说明，并对影响人 才流失的因素进行分析，最后，结合问题现状，提出在银行外部、组织和个人三个方面， 加强人才管理的有效措施。 本文的创新点在于对民生银行S分行人才流失原因进行分析时，将外部因素、个人 因素和组织因素，摆在同等重要的位置，以期可以为研究结论的有效性提供保证。文中 对民生银行S分行人员流动的原因总结如下：一是员工自身原因，例如员工性格问题、 职业规划变更等等；二是来自薪酬水平、员工保障机制等组织原因；三是行业竞争能力 不足和先进的金融市场运行模式冲击等等。在人才流失现状的基础上，论文提出有针对 性的解决方案，落实“互联网+”政策、健全薪酬管理体制、培养责任意识等，以期改 善民生银行S分行人才流失问题。 关键词：中国民生银行；S分行；人才流失 II Abstract With the increasing degree of financial market opening, reform and development have become the main problems faced by commercial Banks, which indirectly leads to the loss of talent competitive advantage of commercial Banks. This paper takes S branch of China minsheng bank as the research object, analyzes a large number of advanced research results at home and abroad, and puts forward the problems and countermeasures of the brain drain of commercial Banks, so as to provide reference for the talent management of commercial Banks. In addition, this paper also to the cause of brain drain of people's livelihood bank S branch the data investigation and interviews, systematic and comprehensive understanding of the branch and the history of talent flow, based on this, advances the internal factors and external factors that affect the brain drain and organizational reasons, then for the personnel management of commercial Banks to provide strong support. In this paper, the research significance and purpose of the brain drain from the commercial Banks, the use of literature analysis and comparative analysis, compares the theoretical research on loss of talent at home and abroad, on this basis, analyzed the China minsheng bank S branch the phenomenon of brain drain, clear the brain drain of S branch core brain drain, especially the adverse influence on the development of enterprise, and then, through the way of investigation and analysis, the brain drain of minsheng bank in detail, and analyze the factors that affect the brain drain, and in the end, together with the present situation of the problem, put forward on the outside of the bank, group and individual three aspects, Effective measures to strengthen talent management. The innovation of this paper is that external factors, personal factors and organizational factors are placed in the same important position when analyzing the causes of brain drain in S branch of minsheng bank, so as to guarantee the effectiveness of the research conclusion. The reasons for staff turnover in S branch of China minsheng bank are summarized as follows: first, the reasons of employees themselves, such as personality problems of employees, career planning changes, etc.; Second, from the salary level, staff security mechanism and other III organizational reasons; Third, the lack of industry competitiveness and advanced financial market operation mode impact. On the basis of the current situation of brain drain, this paper proposes targeted solutions, such as implementing the "Internet +" policy, improving the salary management system, and cultivating the sense of responsibility, so as to improve the brain drain problem of S branch of China minsheng bank. Keywords: China Minsheng Bank; S branch; brain drain IV 目录 1 绪论 ................................................................................................................................1 1.1 研究背景 .................................................................................................................1 1.2 研究目的和意义......................................................................................................1 1.2.1研究目的 .......................................................................................................1 1.2.2研究意义 .......................................................................................................2 1.3 研究内容 .................................................................................................................3 1.4 研究方法 .................................................................................................................4 1.4.1文献分析法 ....................................................................................................4 1.4.2案例研究法 ....................................................................................................4 1.5 论文创新点 .............................................................................................................4 2 人才流失的相关理论综述 ..............................................................................................6 2.1国外研究 ..................................................................................................................6 2.1.1人才流失模型 ................................................................................................6 2.1.2人才流失理论综述 ........................................................................................8 2.2国内研究 ..................................................................................................................9 2.3相关概念辨析 ........................................................................................................ 10 2.4人才流失影响 ........................................................................................................ 11 3 中国民生银行S分行人才流失现状调查 ....................................................................... 14 3.1银行人才流失现状 ................................................................................................. 14 3.2银行对人才的吸引力较小 ..................................................................................... 16 4 中国民生银行S分行人才流失的原因 ........................................................................... 18 4.1导致人才流失的外部因素 ..................................................................................... 21 4.1.1互联网金融影响 .......................................................................................... 21 4.1.2人才市场信息化 .......................................................................................... 22 4.1.3行业内竞争加剧 .......................................................................................... 22 V 4.2导致人才流失的组织因素 ..................................................................................... 23 4.2.1薪酬水平偏低 .............................................................................................. 23 4.2.2绩效考核机制 .............................................................................................. 24 4.2.3员工培训工作 .............................................................................................. 25 4.3导致人才流失的个人原因 ..................................................................................... 25 4.3.1职业规划问题 .............................................................................................. 25 4.3.2个人能力问题 .........................................................