银行业为我国金融行业作为的主要组成部分之一，对社会经济的发展具有重 要作用。随着我国的金融市场化程度越来越高，科学技术的飞速进步、互联网等 新媒体、媒介与金融行业的逐渐融合，激发了金融业态的创新，各种类型的金融 机构应运而生、蓬勃发展，以银行业为代表的金融行业面临着越来越激烈的市场 竞争，银行业也进入了充分竞争的新格局。外资银行来到中国的二十多年时间， 并没有如当初大家所期望的那样掀起“巨大浪潮”，带给中国银行业颠覆性的改变， 反而表现得有些“悄无声息”、“似有若无”。 伴随金融科技的兴起和快速发展，我国的银行业面临前所未见的市场竞争和 转型危机，银行员工流失问题凸显。根据我国银行业2018年披露的年报数据显示， 以中农工建交为首的国有银行员工流失比例为11%，而外资银行的员工流失比例 却达到了20%。由此可见，外资银行的员工流动性相对较大。智联招聘平台最新 披露的数据显示，外资银行员工跳槽的主要方向为其他外资银行、股份制商业银 行及新成立的金融机构等，这使得外资银行培养的员工成为他人的“嫁衣”。 2016年成立的A银行N分行作为N市挂牌经营的前4个外资银行之一，是A 银行在J省唯一的分行，N分行的业务发展却受到一定局限。一方面，A银行在N 市没有下设个人零售业务板块，N分行仅依靠公司业务支撑整体业务发展。也使 得A银行N分可以给员工提供的岗位非常有限，对员工个人的职业成长也难以起 到积极作用。在公司业务方面，相对其他股份制商业银行来说，A银行N分行对 客户的准入门槛也相对较高，把公司客户“请进来”难度较大。另一方面，虽然A 银行N分行顶着外资银行的光环，实际的薪酬水平和福利待遇却没有看上去的光 鲜。加之在N市新入驻的股份制商业银行、民营银行等金融机构逐渐增多，给A 银行N分行的员工稳定性带来了不小的威胁。 本文首先详细阐述了“银行员工流失”这一课题的研究背景和研究意义，归 纳了相关概念和理论基础；其次在总结国内外学者研究成果的基础上分析了员工 流失的主要因素，阐述了员工流失给A银行N分行带来的不利影响；再者，本文 结合相关模型及激励理论设计符合A银行N分行特点的调查问卷及访谈提纲，利 用分析统计以及调查问卷获取的具体数据，对A银行N分行员工跳槽的关键因素 进行里总结。同时针对A银行N分行员工流失的具体原因，找到更加行之有效的 的解决方案。最后，根据全文对A银行N分行员工流失课题的研究，提出结论与 展望，给应对员工流失问题提供借鉴和参考。 关键词：外资银行；员工流失；人力资源管理 II Abstract Thebankingindustry,whichoccupiesanimportantpositioninmycountry's financialsystem,promotesthesteadydevelopmentofChina'smacroeconomy,andhas alwaysbeenanimportantpartofmycountry'sfinancialsystem.Withtheincreasing degreeoffinancialmarketizationinChina,advancesinscienceandtechnology,andthe gradualintegrationofnewmediasuchastheInternetwiththefinancialindustryhave stimulatedinnovationinfinancialformats.Varioustypesoffinancialinstitutionshave flourished,representedbythebankingindustry.Thefinancialindustryisfacing increasinglyfiercecompetition,andthebankingindustryasamodelhasalsoentereda newpatternoffullcompetition.Theparticipationofforeignbanksinmycountry’s financialmarketisalsoincreasing,andtheymainlyentertheChinesemarketthrough equityinvestment,whichhasenrichedChina’sfinancialmarketsystemtoacertain extentandinjectedfreshbloodintoChina’sfinancialmarket.Ahigh-levelmanagement andadvancedoperatingmethods.However,inthemorethantwodecadessinceforeign bankscametoChina,theydidnotsetoffa"hugewave"asoriginallyexpected,bringing subversivechangestotheChinesebankingindustry.Instead,theyappearedtobe "quietly"and"weakpresence". Intoday'ssociety,withtherapideconomicdevelopment,people'spursuitofa higher"materiallevel"anddesirefortheirownvaluehavemadethephenomenonof "job-hopping"moreandmorecommon.Withtherapiddevelopmentofthetimesand technology,thebankingindustryisfacinghugechallengesandtransformation,andthe turnoverofbankemployeeshasbecomeaninevitablephenomenon.Therefore,talent hasbeenregardedasoneofthenecessaryfactorstopromotethetransformationand upgradingoffinancialenterprises.Accordingtotheannualreportdataofmycountry's bankingindustrydisclosedin2018,thebraindrainrateofstate-ownedbanksledbythe establishmentofdiplomaticrelationsbetweenChina,agricultureandindustryis11%, joint-stockcommercialbankshaveabraindrainrateof18%,andforeignbankshavea braindrainrateofashighas20%.Thetalentmobilityofforeignbanksisrelatively large.ThedatadisclosedbyZhaopinRecruitmentshowsthatthemaindirectionfor foreignbanktalentstoswitchjobsisjoint-stockcommercialbanksandnewly establishedfinancialinstitutions,whichalsomakesthetalentscultivatedbyforeign banksbecomethe"weddingclothes"ofothers. BranchAofBankNisaforeignbankestablishedinCityNin2015.Astheonly III branchofBankAinProvinceJ,thebusinessdevelopmentofbranchNisrelatively limited.Ontheonehand,thereisnoretailbusiness,andonlythecompany'sbusiness supportsthedevelopmentoftheentirebranch.Asaresult,therearenotmanypositions availableforemployeesinbranches,andthebarrierstoentryforcustomersare relativelyhigh.Ontheotherhand,althoughbankAandbranchNareundertheauraof foreignbanks,theactualsalarysystemandbenefitsarenotasglamorousastheyseem. Inaddition,thegradualincreaseinthenumberofjoint-stockcommercialbanks,private banksandotherfinancialinstitutionsthathavenewlysettledinCityNhasbroughta considerablethreattothestabilityofthetalentsofBankA. Thisarticlefirstsortsouttherelatedconceptsandtheoreticalbasisofthebrain drainofbanks,analyzesthemainfactorsofthebraindrainofforeignbanksonthebasis ofthepreviousresearchresults,andsummarizesthecharacteristicsofthebraindrainof AbankNbranch.Reasonsforbraindrain.Andbydrawingonthetalentmanagement theoryofexcellentdomesticandforeigncompaniesandthetalentmanagement experienceofothercommercialbanks,combinedwiththeactualsituationofbankA andbranchN,correspondingcountermeasuresareproposed.Throughtheresearchon theproblemofbraindraininNbranchofBankAandtheanalysisofthereasons,itputs forwardtheideasandmethodstoeffectivelyreducetheproblemofbraindraininbanks toprovidereferenceandreferenceforsolvingtheproblemofbraindrain. Key-words：Foreignbank;Staffloss;Humanresourcemanagement IV 目录 第1章绪论.....................................................................................................................1 1.1研究背景及意义.................................................................................................1 1.1.1研究背景...................................................................................................1 1.1.2研究意义...................................................................................................1 1.2国内外研究现状.................................................................................................2 1.2.1国外研究现状...........................................................................................2 1.2.2国内研究现状...........................................................................................3 1.3研究内容与方法.................................................................................................4 1.3.1研究内容与思路.......................................................................................4 1.3.2研究方法...................................................................................................5 第2章相关理论基础.....................................................................................................6 2.1员工流失的概念.................................................................................................6 2.2员工流失模型.....................................................................................................6 2.2.1马奇西蒙模型...........................................................................................6 2.2.2莫布雷中介链模型...................................................................................7 2.2.3扩展的莫布雷模型...................................................................................8 2.2.4上述研究模型的述评与运用...................................................................9 2.3相关激励理论...................................................................................................10 2.3.1需要层次理论.........................................................................................10 2.3.2期望理论.......................................