摘要
摘要
在企业管理过程中，员工离职是每个企业都要面临的问题。保持员工流动
不仅有利于团队优化，而且有利于企业人力资源的更新。但是，如果短期内出
现集中辞职，特别是大量的业务骨干，合理的辞职将演变为大规模的人才流失，
势必对正常运营产生严重影响。因此，在人力资源工作中，慎重看待员工离职
问题，深刻系统地思索其诱因，给出具体的实施对策，非常具有必要性。随着
中国经济的持续走高以及商业银行的迅速扩张的背景下，员工流动问题日益严
重。NY银行A分行近年来也一直存在员工离职导致银行出现人才员工严重不足
的问题，尤其是员工离职率高，使得A分行的员工不断经历招聘、培训和离职，
导致银行人力资源管理愈发艰难，银行业务的开展，银行整体竞争力的提高都
产生了不利影响。
因此，本文利用案例分析的方法，选取NY银行A分行作为研究对象，对该
行的员工离职的原因展开探究，并旨在提出具体的能够改善员工离职情况的对
策，在具体分析当中，以需求层次理论、职业生涯管理理论及双因素理论为指
导理论，通过统计分析NY银行A分行的人力资源管理情况和2016-2020年员工
离职的情况，发现与同行业其他银行相比，NY银行A分行的员工离职率较高，
因此进行进一步的调查。本文基于设计的访谈问题以及问卷调查，对NY银行A
分行近三年的离职员工展开访谈和问卷调查，最终发现NY银行A分行员工离职
主要源于员工自身原因、银行内部原因、外部环境原因。以此为依据，本文提
出从进行择业引导、建立员工关怀制度层面来应对员工自身的离职原因；从构
建岗位竞争及晋升机制、重视个人职业规划建立良好沟通机制、优化薪酬管理、
改进员工培训制度等方面来进行应对银行内部原因造成的员工离职问题；同时
可以从增加员工离职成本、加大人才培养制度方面来应对外部环境造成的员工
离职问题。
本文的研究将理论与实践相结合，能够为NY银行A分行在实际人力资源管
理过程中更好的解决员工离职的问题，也能够为其他同类银行人力资源管理提
供借鉴。
关键词：NY银行A分行；员工离职；人力资源管理

摘要
Abstracts
During business management, the departure of employees is an inevitable
problem. Maintaining employee mobility is not only conducive to team optimization,
but also to the renewal of human resources. Nevertheless, if there is a centralized
resignation in the short term, especially a large number of business backbone,
reasonable resignation will evolve into a large-scale brain drain, will inevitably have a
serious impact on normal operations. Consequently, in human resources work, it is
very necessary to take a careful look at the problem of employee turnover, deeply and
systematically
consider
its
incentives
and
give
specific
implementation
countermeasures. With the continuous growth of the Chinese economy and the rapid
expansion of commercial banks, the problem of employee mobility is becoming more
and more serious. In recent years, a branch of NY bank also has staff turnover
problems, especially the high staff turnover rate, which makes the employees of a
branch continue to experience recruitment, training and resignation, and fall into a
vicious circle of human resource management, which has unfavorable impact on the
development of banking business and the improvement of the overall competitiveness
of the bank.
Therefore, this paper uses the method of case analysis, selects NY Bank A branch
as the research object, and explores the reasons for the resignation of employees in the
bank, and aims to propose specific countermeasures that can improve the situation of
employee resignation. Hierarchical theory, career management theory and two-factor
theory are the guiding theories. Through statistical analysis of the human resources
management situation of NY Bank A branch and employee turnover from 2016 to
2020, it is found that compared with other banks in the same industry, NY Bank A
branch of employees had a higher turnover rate, so further investigation was
conducted. Based on the designed interview questions and questionnaires, this paper
conducts interviews and questionnaires on the resigned employees of NY Bank A
Branch in the past three years, and finally finds that the resignation of NY Bank A
Branch employees is mainly due to their own reasons, internal reasons of the bank,
and external environmental reasons. Based on this, this paper proposes to deal with
II

摘要
the reasons for employees' own resignation from the level of career selection guidance
and the establishment of employee care system; from the construction of job
competition and promotion mechanism, emphasis on personal career planning,
establish a good communication mechanism, optimize salary management, and
improve employee training system. and other aspects to deal with the problem of
employee turnover caused by internal reasons of the bank; at the same time, we can
deal with the problem of employee turnover caused by the external environment by
increasing the cost of employee turnover and strengthening the talent training system.
The research in this article combines theory with practice, which can solve the
problem of employee turnover in actual human resource management of Bank A
branch of NY Bank better, and can also provide reference for human resource
management of other similar banks.
Keywords: NY Bank A branch; employee resignation; human resource
management
III
。。。以下略