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建行C分行人才流失问题及对策研究_硕士毕业论文DOC

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文本描述
学位论文原创性声明
本人所提交的学位论文《建行 C分行人才流失问题及对策研究》,是在导师的指导
下,独立进行研究工作所取得的原创性成果。除文中已经注明引用的内容外,本论文不
包含任何其他个人或集体已经发表或撰写过的研究成果。对本文的研究做出重要贡献的
个人和集体,均已在文中标明。
本声明的法律后果由本人承担。
论文作者(签名):
指导教师确认(签名):
2022年 5月 15日
2022年 5月 15日
学位论文版权使用授权书
本学位论文作者完全了解河北经贸大学有权保留并向国家有关部门或机构送交学
位论文的复印件和磁盘,允许论文被查阅和借阅。本人授权河北经贸大学可以将学位论
文的全部或部分内容编入有关数据库进行检索,可以采用影印、缩印或其它复制手段保
存、汇编学位论文。
(保密的学位论文在
年解密后适用本授权书)
论文作者(签名):
指导教师(签名):
2022年 5月 15日
2022年 5月 15日

摘要
自社会主义基本经济制度确立以来,我国经过三十多年的经济高速发展,已完成由
过去高速度增长到现在高质量增长转型的任务。在经济整体增速放缓,改革和监管不断
加强的宏观大环境下,金融行业进行了大力度改革,国家在管理和监督方面提出了很多
新要求,特别是在市场开放程度、业务经营许可、直接融资方式的增加等方面有大程度
的改革和推进,也给传统的金融机构,特别是银行业带来了前所未有的挑战,其中人才
流失问题日益严峻,要求银行业重视并作为专题重点研究,为此选取建行 C分行进行研
究。
本文在分析现有国内外相关离职研究文献的基础上,与C分行部分具有代表性的离
职员工进行了访谈,并以问卷调查形式分类统计该行部分离职员工的离职原因,将影响
C分行员工离职的主要因素归纳为内部原因和外部原因两方面。外部因素主要有地方城
市商业银行吸引、公务员、事业单位待遇提高、金融监管趋严业务开展受限、社会生活
需求压力增加等方面;内部因素主要包括薪酬绩效制度不合理、晋升渠道单一狭窄、负
向激励运用不当、考核压力与业务支持偏离度增加、企业文化贯彻不到位等因素,同时
分析了这两方面力量影响员工离职倾向和离职行为的过程。在此基础上,本文重点运用
勒温场论、普莱斯模型、内容型激励理论和过程型激励理论,对人才流失的深层原因进
行剖析,并且对客观的内外部环境加以探究,进而从完善薪酬绩效体系、落实岗位轮换
机制、加强人才储备培训、拓展职务晋升渠道、优化负向激励制度、塑造公平公正文化
六个方面提出对策,以期缓解该行严重的人才流失压力,并希望能为相关的离职理论研
究和企业管理实践提供有益的参考。
本文的创新点主要体现在对象选取级别的特殊性和对象所在区域的特殊性,存在的
不足是对地域文化和员工个人家庭情况等因素方面分析不够。展望未来行业的发展特别
是人工智能、区块链等高新技术的应用,对现有的很多岗位也会带来冲击,接下来的研
究将对本选题相关的研究保持不断的探索,对新情况新趋势新问题持续关注。
关键词:人才流失;激励;对策研究
I

Abstract
Since the establishment of the basic economic system of the Socialist market economy,
China’s economy has undergone over 30 years of High-speed Development, and has
completed the task of transformation from the past high-speed growth to the present
high-quality growth.In the context of the macro-environment of slowing overall economic
growth and strengthening reform and regulation, the financial sector has undergone vigorous
reform, and the state has put forward many new requirements in management and supervision,
in particular, there has been a great degree of reform and advancement in the opening of the
market, the licensing of business operations and the increase in direct financing, which has
also brought unprecedented challenges to traditional financial institutions, especially the
banking industry, the phenomenon of brain drain and the increasing pressure on the banking
industry to pay attention to and as a special focus of research.For this purpose, we select
branch C of CCB to do the research.
Based on the analysis of the existing domestic and international turnover research
literature, this paper conducted individual interviews with some representative employees of
C branch, by means of a questionnaire survey, the paper classifies and calculates the job
satisfaction and reasons of all the employees of the bank who have left and those who are still
in service. The main factors that affect the turnover of the employees of branch C are
summarized as internal and external reasons, the external factors mainly include the attraction
of local city commercial banks, the improvement of the treatment of civil servants and public
institutions, the restriction of financial supervision and regulation, and the increase of the
pressure of social life demand, the internal factors include unreasonable salary performance
system, single and narrow promotion channel, excessive use of negative incentives, increased
assessment pressure and business support deviation, and inadequate implementation of
corporate culture, and elaborated these two aspects strength influence the staff turnover
intention and the turnover behavior utilization process.Based on this, this paper analyzes the
causes of brain drain and analyzes the objective internal and external environment by using
Levin field theory, Place model, content-based incentive theory and process-based incentive
II
。。。以下略