【作者】 刘硕；

【导师】 乔坤；

【作者基本信息】 大连理工大学 ， 工商管理（专业学位）， 2020， 硕士

【摘要】 近年来,我国金融体制改革逐步深化,J银行大连分行作为国有商业银行,面临着股份制银行、外资银行、互联网金融等多重压力与竞争。其中,人力资源问题已演变成影响J银行大连分行核心竞争力的一种威胁,企业发展的生力军——85后员工流失率不断攀升,严重地影响了J银行大连分行的健康可持续发展。这也引发了J银行大连分行管理者的重视。因此,研究如何推进人力资源相关制度改革,保持85后员工稳定具有十分重要的意义。迄今为止,学术界对国内商业银行人力资源流失的研究不在少数,但针对85后员工的研究尚为数不多。而85后员工作为当下职场中基层员工、业务储备人才及管理层的重要储备力量,有其特有的社会性和时代特点。本文结合85后员工特点,研究J银行大连分行85后员工流失的原因,并通过分析提出解决85后员工流失的建议方案。文章主要分为六个部分:第一部分是绪论。阐述选题背景和意义、国内外研究现状、研究思路和研究内容。第二部分是理论综述。分别对员工流失的涵义、员工流失相关理论和模型、85后员工的概念及特点进行分析。第三部分是J银行大连分行85后员工流失情况介绍、规律及危害的分析。第四部分是J银行大连分行85后员工流失原因分析,根据对85后离职员工的调研,分析在管理制度、企业文化、绩效体系、培训机制、外部环境、员工资源体系等方面造成85后员工流失的不足之处。第五部分是J银行大连分行85后员工流失的对策分析。根据流失原因有针对性地提出应对策略的建议。第六部分是结论和展望。本文期望能够通过研究得出的结论,对J银行大连分行等国有商业银行改善85后员工流失的现状具有借鉴意义。更多还原

【Abstract】 In recent years,China’s financial system reform has gradually deepened.As one of the state-owned commercial banks,J Bank Dalian Branch is facing multiple pressures and competition from joint-stock banks,foreign banks and Internet finance.The brain drain problem has become a threat to the core competitiveness of state-owned commercial banks,while the brain drain rate of middle-level and grass-roots people born between 1985 and 1989,which is the new force of enterprise development within 10 years of entering the workplace,has been rising,seriously affecting the healthy and sustainable development of J Bank Dalian Branch.This issue has aroused the attention of J Bank Dalian Branch managers.Therefore,it is of great significance to study how to promote the reform of human resources system and maintain the stability of talents born between 1985 and 1989.There are not a few studies on the loss of human resources in domestic commercial banks in academic circles,but there are few studies on the human resources born between 1985 and 1989.And the talent born in 1985-1989,as an important force in the current workplace,has its own social and epochal characteristics.Based on the characteristics of the talents born between 1985 and 1989,this paper studies the reasons for the loss of employees born between 1985 and 1989 in the J Bank Dalian Branch,and puts forward some suggestions to solve the brain drain through analysis.The article is mainly divided into four parts: The first part is the introduction,which mainly elaborates the research background and significance,research status at home and abroad,research ideas and research content.The second part is a theoretical overview,including the meaning of brain drain,brain drain theory and model,and the interpretation,and characteristics of talent born between 1985 and 1989.The third part is the introduction of J Bank Dalian Branch’s brain drain of employees born between 1985 and 1989 in J Bank Dalian Branch,and analysis of laws and hazards.The fourth part is an analysis of the reasons for the brain drain of J Bank Dalian Branch born between 1985 and 1989.According to the investigation and research of the ex-employees born between 1985 and 1989,it is found that the management system,corporate culture,performance system,training mechanism,external environment and talent resource system of state-owned commercial banks have caused the brain drain born between 1985 and 1989.The fifth part is based on the reasons of brain drain,put forward the suggestion of brain drain of J Bank Dalian Branch born in 1985-1989.The sixth part is conclusion and prospect.This paper expects to draw conclusions through the study,which can be used for reference by J Bank Dalian Branch and other state-owned commercial banks to reduce the brain drain born between 1985 and 1989.更多还原