【作者】 李婷；

【导师】 廖红伟；

【作者基本信息】 吉林大学 ， 企业管理， 2019， 硕士

【摘要】 近年来,伴随中国经济的持续增长,“绿色”、“可持续性发展”等主题越来越多地被政府、消费者、企业管理者和相关学者研究及讨论,并形成了更微观的“绿色”管理理论。在向“绿色-环保”前进的过程中,我国企业意识到人力资源作为企业中能动性最强的一种特殊资源,对企业的可持续发展有着至关重要的作用,企业之间的竞争已经早已成为人才的竞争。不论从国家层面的绿色增长、绿色转型,或是企业层面的绿色生产、节能减排的角度出发,人力资源管理都必然将向着绿色、科学的管理方向发展。绿色人力资源管理是指将“绿色”理念应用到人力资源管理领域所形成的新的管理理念和管理模式,其不仅适用于工业企业,同样适用于近年来员工流失频繁的国有商业银行。国有银行在我国金融业有着举足轻重的地位,随着经济迅速发展,中国金融行业经历了前所未有的改革发展时期,同行业金融企业不断与国有商业银行展开激烈的人才争夺战,导致国有商业银行人才严重流失,人力资本投资和银行优质客户资源流失,给国有商业银行造成了巨大的损失,其中以外资银行和股份制商业银行威胁最大,其优厚的待遇和灵活的人力资源管理体系吸引着优秀的金融人才。此外,国有商业银行存在人力资源系统老化,晋升空间不足,企业吸引力不够等严重问题,一成不变的企业文化及工作环境对职工的工作积极性也存在负面影响。因此,要保障国有商业银行稳步经营、提升企业竞争力,必须着手改进国有商业银行的人力资源管理体系,改善核心人才频繁流失的现状。本文通过对绿色人力资源管理的文献进行查阅,了解“绿色”的相关理论,扩展了“绿色假设”的引申意义,试图应用到国有BC银行人力资源系统,为银行带来新的生机和活力。文章首先总结了国有商业银行人才流失现状,为了更好的结合银行实际人力资源环境,采用了问卷调查法和访谈法,通过获得的信息数据归纳出国有BC银行人才流失频繁的主要原因,以及各级员工对“绿色”的期望。其次,通过分析,结合绿色人力资源管理理论和传统理论,建立了“银行绿色人力资源管理应用方案”,从思想意识、技术、体系三个方面给出了具体试行方法,并试用于国有BC银行吉林分行,试用期为3个月。接下来,通过试行,从离职率、离职年限、人才流失成本等多个角度对绿色人力资源管理在国有BC银行吉林分行的效用进行检验,通过数据得到“绿色假设”对现有人力资源体系起到了改善的作用。最后,从企业文化环境建设、招聘和选拔环节、培训与开发方面、绩效考核、薪酬管理几个方面给出了具体实行方案和建议,为今后绿色理论在更多银行和企业推广和运行起到了借鉴意义。更多还原

【Abstract】 In recent years,with the sustained growth of Chinese economy,the themes of ‘Green’ and ‘Sustainable Development’ have been more and more studied and discussed by the government,consumers,business managers and relevant scholars,and a more microscopic ‘Green’ management theory has been formed.In the process of advancing to ‘Green-Environmental Protection’,Chinese enterprises realize that human resources,as a special resource with the strongest initiative in enterprises,play a vital role in the sustainable development of enterprises.Competition among enterprises has already become the competition of talents.Regardless of the national level of green growth,green transformation,or enterprise level of green production,energy saving and emission reduction perspective,human resources management should also develop towards a green,scientific management direction.Green human resource management is a new management concept and mode formed by applying the concept of‘Green’to the field of human resource management.It is not only applicable to industrial enterprises,but also to State-owned Commercial Banks with frequent staff turnover in recent years.State-owned Commercial Banks play an important role in China’s financial industry.With the rapid development of economy,Chinese financial industry has gone through an unprecedented period of reform and development.The fierce competition for talents between financial enterprises in the same industry and state-owned commercial banks has led to serious brain drain of state-owned commercial banks.The loss of human capital investment and high-quality customer resources of banks has caused tremendous losses to State-owned Commercial Banks,among which foreign banks and joint-stock commercial banks pose the greatest threat.The favorable treatment and flexible human resource management system attract excellent financial talents.In addition,the aging of human resources system exists in State-owned Commercial Banks,there are serious problems such as insufficient promotion space,insufficient attraction of enterprises,and the invariable corporate culture and working environment also have negative impact on the enthusiasm of employees.In order to ensure the steady operation of state-owned commercial banks and enhance their core competitiveness,it is necessary to improve the human resources management system of state-owned commercial banks and improve the current situation of frequent loss of core talents.Through consulting the literature of green human resources management,this paper understands the relevant theory of ‘Green’,expands the extended meaning of ‘Green Hypothesis’,and tries to apply it to the human resources system of State-owned BC Banks,bringing new vitality to banks.Firstly,this paper summarizes the current situation of brain drain in state-owned commercial banks.In order to better integrate the actual human resources environment of banks,questionnaire survey and interview are adopted.The main reasons for brain drain of State-owned BC Banks are summarized through the information data obtained,and the expectations of employees at all levels for ‘Green’.Secondly,this paper establishes ‘The green human resource management application scheme of banks’ by combining with the theory of green human resource management and traditional theory,which gives the concrete trial method from three aspects of ideology,technology and system and tries to apply it to Jilin Branch of State-owned BC Bank for a probation period of 3 months.Next,the effectiveness of green human resources management in Jilin Branch of State-owned BC Bank is tested from the perspectives of turnover rate,length of service and cost.Through the data,the ‘Green Hypothesis’ has improved the existing human resources system.Finally,specific implementation plans and suggestions are given from the aspects of corporate culture environment construction,recruitment and selection,training and development,performance appraisal and salary management,which can be used for reference in the promotion and operation of green theory in more banks and enterprises in the future.更多还原