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论文编号：	7895
作者编号：	2120132826
上传时间：	2015/12/8 14:10:43
中文题目：	中国建设银行T分行人才流失的原因及对策分析
英文题目：	The Causes And Solutions For Talent Outflow In China Construction Bank T Branch
指导老师：	牛建波
中文关键字：	中国建设银行;人才流失;原因分析;应对策略
英文关键字：	China Construction Bank; loss of talents; cause analysis; responding strategie
中文摘要：	近年来，我国经济发展迅速，加入WTO以后，外资银行不断进入国内市场，伴随着中小股份制商业银行的不断发展壮大以及新兴民营银行的挂牌经营，我国金融业进入了全新的发展阶段。然而外资银行的本土化发展战略，新兴金融机构的不断壮大以及民营银行的起步发展等均使得他们对金融领域的人才求贤若渴，因此，在中国建设银行发展过程中逐渐成长起来的一批金融行业的人才成为了他们竞相争夺的目标。与此同时，他们也纷纷通过提供更高水平的薪资待遇或者更具吸引力的职位标准等来吸引人才的加入。 中国建设银行虽然发展历史悠久，经营体制相对比较完善，但由于长期受计划经济体制下国有企业背景的影响，无论是在经营管理上还是用人体制上，其内部均存在着诸多矛盾，如：“论资排辈”及“官、本、位”现象的存在，企业文化建设相对落后，薪酬制度与考核激励落实不到位等，不仅导致了青年人才的不断流失，更严重威胁到了银行未来的发展。因此，论文通过对国外和国内有关人才流失相关理论的比较，列举中国建设银行T分行近几年人才外流的实际情况，分别从用工类型、年龄结构、工作年限、教育背景、岗位结构以及流失去向六个方面进行分析，通过对中国建设银行人才所处的情况进行比较，对内部存在的问题的深入剖析，制定有针对性的应对措施和预防机制，进而有效的控制人才的流失问题，保持中国建设银行的整体市场竞争力，进而不断提高其盈利能力和市场竞争地位。
英文摘要：	In recent years, China has been on the fast track of economic development. After it joined the WTO, foreign banks have been actively entering the domestic market. As small-and-medium-capitalization commercial banks are gaining their strengths, together with the emerging private-owned banks increasingly active in their business, our country's financial industry has entered in a new stage. Nevertheless, the foreign banks localization strategies, the emerging financial institutions, as well as private-owned banks' accelerated development, all have created their crave for financial talents. Therefore, a group of financial elites who have been nurtured by China Construction Bank during the past development have become the target being scrambled for. Meanwhile, these firms are keenly providing higher salaries or better job standards to capture more talents. Despite the long history of China Construction Bank and their relatively mature business system, as a result of long-term planned economy under which a state-owned enterprise has been developed, there are a number of conflicts in terms of business and human resource management. Instances such as seniority-based system, bureaucracy, lack of a developed corporate culture, insufficient fulfillment of salary and incentive systems have caused a continuous loss of young talents and have even threatened the future development of state-owned commercial banks. Therefore, this paper has compared the relevant theories regarding the draining of outstanding talents both in China and in foreign countries, and analyzed through 6 aspects: employment types, age structure, years of working, educational background, position structure and severance channels. The paper has done a good many of analysis on the internal problems and has proposed pertinent measures and preventive mechanism, which intend to effectively control the draining talents problem in order to maintain the overall market competitiveness and to enhance the profitability of China Construction Bank.
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