当今社会，各个行业之间竞争日趋激烈，而企业间的竞争归根到底就是人才 间的竞争。随着金融科技的快速发展，银行智能化转型加速，这就更加需要一批 具有能力和担当的人才来推动银行的改革和发展。然而Ｚ银行面对人才的竞争， Z银行未能及时采取有效的应对措施，陷入了严重的人才流失困境。在这种背景 下，对于Z银行人才流失的原因分析以及对策研究，具有十分重要的现实意义。 本文首先阐述了人才流失的相关理论基础，而后在借鉴国内外相关学者研究 的基础上，通过对Ｚ银行浙江省分行人力资源现状及人才流失的相关数据分析， 总结出人才流失的特点。此次研究结合了对马斯洛需求层次理论、普莱斯模型和 MRE模型的理解设计了两份不同的问卷，一份针对离职员工，一份针对在职员 工。在对这两份问卷进行深入分析的基础上，总结出六个Ｚ银行人才流失的主要 原因，并据此提出了相应的对策。希望通过对Z银行企业文化、人力规划、薪酬 制度、绩效考核、员工职业生涯管理、员工的培训与开发六个方面的改善，以期 达到吸引人才、留住人才、降低国有银行人才流失率，保持队伍的稳定性，提高 员工忠诚度和敬业度的目的。 本文的创新之处是将国内外优秀的理论研究成果与Z银行的具体情况相结 合，理论联系实际，进行实证分析，所提出的六个方面的实际操作性建议，不仅 可有效缓解Z银行人才流失的困扰，解决Z银行人力资源管理存在的问题，同时 也为Z银行今后的人力资源改革实践提高提供了参考意见。 关 键 词，商业银行，人才流失，人力资源管理 论文类型，应用研究浙江工业大学硕士学位论文 Z 银行人才流失原因调查及对策分析 II RESEARCH ON THE BRAIN DRAIN AND POLICIES OF Z BANK ABSTRACT In nowadays society, the competition among various industries is increasing. And in the final, the competition among companies is the competition among talents. With the rapid development of financial technology, the intelligent transformation of banks has accelerated. So the bank requires a group of talents with ability and responsibility to promote the reform and development. However, Z bank failed to take effective measures in time in the face of talent competition and plunged into a serious brain drain. Under this background, it is of great practical significance to analyze the causes of brain drain and study countermeasures. In this thesis, the author illustrates the relevant theories of brain drain firstly. And then based on the study of relevant scholars at home and abroad, it summarizes the characteristics of brain drain by analyzing the current situation of human resources and relevant data of brain drain of Z bank Zhejiang branch. This thesis designed two different questionnaires, one for the departed staff and one for the on-the-job staff combined the understanding of Maslow's hierarchy of needs theory, Preiss model and MRE model. Based on the in-depth analysis of these two questionnaires, six main reasons for the brain drain of Z Bank are summarized, and corresponding countermeasures are proposed accordingly. We hope that through the improvement of six aspects on the enterprise culture, manpower planning, compensation system, performance evaluation, employee career management, employee training and development, Z bank can attract talents, retain talents and reduce the brain drain. In this way, Z Bank can maintain the stability of ranks and improve employee loyalty and engagement.浙江工业大学硕士学位论文 Z 银行人才流失原因调查及对策分析 III The innovation of this paper is combining the theoretical research results of scholars at home and abroad with the specific situation of Z bank. The six practical suggestions of this thesis, not only can effectively alleviate the problem of brain drain in Z bank, solve the problems of human resource management in Z bank, but also can provide reference opinions for the improvement of human resource reform practice in Z bank in the future. KEY WORDS: Commercial Bank; Brain Drian; Human Resource Management TYPE OF THESIS: Application Research浙江工业大学硕士学位论文 Z 银行人才流失原因调查及对策研究 IV 目 录 1 绪论 .................................................. 8 1.1 研究背景及意义............................................... 8 1.1.1 国内银行业发展概况....................................... 8 1.1.2 研究的意义.............................................. 10 1.2 研究内容和研究方法.......................................... 10 1.2.1 研究思路................................................ 12 1.2.2 研究内容................................................ 12 1.2.3 研究方法................................................ 13 2 人才流失管理相关理论与实践 ........................... 14 2.1 相关概念界定................................................ 14 2.2 国内外相关研究综述.......................................... 15 2.2.1 马斯洛需求层次理论...................................... 15 2.2.2 普莱斯模型.............................................. 16 2.2.3 MRE 模型 ................................................ 18 2.2.4 关于商业银行人才流失的研究.............................. 19 2.3 工作满意度与人才流失的关系.................................. 20 2.3.1 工作满意度的涵义........................................ 20 2.3.2 工作满意度与人才流失的关系.............................. 20 2.4 银行人才流失的影响.......................................... 21 2.4.1 增加银行的成本.......................................... 21 2.4.2 带走银行的资产.......................................... 21 2.4.3 降低组织的士气.......................................... 22 2.5 商业银行人才流失管理的有效实践.............................. 22 2.5.1 加拿大皇家银行的考核策略................................ 22 2.5.2 花旗银行的薪酬福利制度.................................. 23 2.5.3 汇丰银行的激励策略...................................... 24 2.5.4 瑞典银行的文化建设...................................... 24 2.5.5 国外银行业人力资源管理的启示............................ 25浙江工业大学硕士学位论文 Z 银行人才流失原因调查及对策研究 V 3 Z 银行浙江省分行人才流失概况.......................... 27 3.1 Z 银行浙江省分行概况 ........................................ 27 3.1.1 Z 银行浙江省分行简介 .................................... 27 3.1.2 Z 银行浙江省分行组织结构 ................................ 28 3.1.3 Z 银行浙江省分行人力资源现状 ............................ 28 3.2 Z 银行浙江省分行人才流失情况 ................................ 31 3.2.1 人才流失率情况.......................................... 31 3.2.2 Z 银行人才离职的特点 .................................... 31 4 Z 银行人才流失的原因调查与分析........................ 34 4.1 问卷调查及结果分析.......................................... 34 4.1.1 离职员工问卷调查与分析.................................. 35 4.1.2 在职员工问卷调查与分析.................................. 39 4.2 Z 银行人才流失的主要原因 .................................... 43 4.2.1 缺乏良好的银行文化氛围.................................. 43 4.2.2 缺乏合理的人力资源规划.................................. 43 4.2.3 缺乏灵活的薪酬制度体系.................................. 44 4.2.4 缺乏有效的绩效考核制度.................................. 44 4.2.5 缺乏畅通的职位发展通道.................................. 44 4.2.6 缺乏健全的员工培训机制.................................. 45 5 Z 银行人才流失应对策略................................ 46 5.1 培育以人为本的企业文化...................................... 46 5.2 建立科学有效的人力规划...................................... 48 5.3 积极完善宽带薪酬制度........................................ 49 5.4 有效运用绩效管理系统........................................ 52 5.5 加强员工职业生涯管理........................................ 53 5.6 重视员工的培训与开发........................................ 55 结论.................................................... 58 6.1 主要研究结论................................................ 58 6.2 有待进一步研究的问题........................................ 59