随着世界经济一体化和全球化进程的加快，人才流动日趋加剧。从而使人才流失成为了阻碍我国企业发展的重要原因之一。而作为经营金融市场多年，拥有一大批成熟人才的商业银行，成为各类银行争夺人才的对象。因此，如何防范银行企业人才流失问题成为了一个重大的社会问题。本文以大连建设银行某一分行为例，首先阐述了目前我国商业银行的整体发展现状，然后通过对大连建设银行分行人才流失的现状分析，进而分析人才流失的频繁对此分行的影响，并对此分行人才流失的原因进行深入分析，发现此分行人才流失主要是因为银行物质基础薄弱、缺乏凝聚力的企业文化、缺乏现代化的人才管理理念和体系、员工待遇低、保障制度不完善、缺乏科学合理的人才激励机制等等的原因造成的，文章最后针对这些的存在提出了相应的对策以求能够帮助大连建设银行此分行摆脱人才流失的困境。
关键词:建设银行某分行；人才流失；问题；应对策略
Abstract
With the integration of the world economy and the acceleration of the process of globalization， the flow of talent intensifies day by day. So that the brain drain has become the obstacle of our country enterprise development is one of the important reasons. While operating the financial market for many years， has a large number of mature personnel of the commercial bank， as all types of banks competing for talent object. Therefore， how to prevent bank enterprise brain drain problem has become a major social problem. In this paper， in order to Dalian Construction Bank of a branch as the example， first elaborated the present our country commercial bank ‘s overall development present situation， and then through the Dalian Construction Bank branch personnel present situation analysis， and then analyze the brain drain frequent to the effect of branch， and this branch of in-depth analysis of the causes of brain drain， this branch of talent loss mainly because of bank material instability， lack of cohesion of the corporate culture， lack of modern talent management concept and system， employee pay is low， security system is not perfect， the lack of scientific and reasonable incentive mechanism and so on the causes， finally， the existence of these put forward corresponding countermeasures in order to help the construction of Commercial Bank Dalian branch out of talent drain in predicament.
Keywords:Construction Bank branch; corporate culture;Problem; coping strategies
目 录
摘 要………………………………………………………………… I
一、银行留住人才的意义………………………………………………….. 2
（一）人才流失的概念………………………………………………… 2
（二）留住人才的作用………………………………………………… 2
二、大连建设银行分行人才流失的现状……………………………………….. 3
（一）学历层次……………………………………………………… 3
（二）工作年限……………………………………………………… 3
（三）年龄分布……………………………………………………… 4
三、大连建设银行分行人才流失的影响……………………………………….. 4
（一）造成银行技术和经验的流失……………………………………….. 4
（二）人才流失会导致该职位的人工成本增加………………………………. 4
（三）影响其他员工的积极性和凝聚力……………………………………. 4
（四）不利于银行的战略发展…………………………………………… 4
（五）破坏了工作的连续性…………………………………………….. 5
四、大连建设银行分行人才流失的原因……………………………………….. 5
（一）缺乏凝聚力的企业文化…………………………………………… 5
（二）大连建设银行分行自身因素……………………………………….. 5
（三）大连建设银行分行中员工个人因素………………………………….. 5
（四）缺乏科学合理的人才激励机制……………………………………… 6
五、大连建设银行分行人才流失的对策……………………………………….. 6
（一）建立起具有较强凝聚力的企业文化………………………………….. 6
（二）建立起现代化科学的人才管理体系………………………………….. 7
（三）提高工资待遇和劳动保障…………………………………………. 7
（四）建立起科学合理的激励机制……………………………………….. 7
结论………………………………………………………………….. 8
参考文献………………………………………………………………. 9
致 谢……………………………………………………………….. 10
