外资银行员工的离职率研究
摘 要
随着我国经济社会的日益发展，企业与员工的关系从高度稳定变成现在的高度自由流动性。对于企业来说，用人自主权变大，对员工的选聘、任用和辞退变得更自由和更灵活。对员工而言，个人职业发展也有了更多选择和规划的自由。
企业需要一定的人才流动来体现新陈代谢，但过高的人才流失又会给企业带来不稳定。因此用来衡量企业员工流动性指标的“离职率”成为了目前企业管理者非常看重的指标。员工离职率对现代企业管理有深远的影响，需要加强企业管理人员对离职原因和存在问题的分析和研究。
在金融业高速发展的21世纪，中外资银行竞争与合作促进了中国银行业乃至金融业的前进与发展。而中外资银行的员工是维持银行正常运作的人力资源保证，人员的相对稳定性对单个企业以及整个行业的可持续发展都有重要的作用和深远的意义。本文的研究对象A银行，属于在华的外资银行广州分行，其人员的相对稳定性也对企业和行业有重要影响。
本文先通过分析行业的离职情况，了解行业和社会的普遍情况，再通过分析A银行广州分行的离职数据，了解离职员工的特点、离职原因，为日后降低核心员工的离职率提出改进的建议。
关键词：外资银行，离职率，人力资源管理，企业管理
Foreign Banks research staff turnover rate
ABSTRACT
As society gradually develops in China, relationship between corporate and employee has changed from permanent employment to a high turnover rate workforce. As for corporate, they own bigger autonomy in recruitment, employee appointment and termination. And for employee, they also enjoy a broader chance in choosing and planning their future career.
On one hand, reasonable turnover rate helps the firm to improve productivity. On the other hand, too high a turnover rate will bring instability to company’s further development. Therefore, turnover rate, measuring the firm’s employee stability, becomes an important index in corporate management and is worthy analyzing.
With rapid development of financial industry in 21st Century, foreign banks are highly involved in the competition and cooperation with Chinese banks. They contributed to the progress and development of China banking industry. The employees of foreign banks are to maintain normal operation of the bank. They are playing an important role in the personnel stability of individual banks and the sustainable development of the whole industry. The paper takes Guangzhou branch of foreign-owned bank A as an example, whose relative stability of personnel also has important influence on enterprises and industries.
Firstly, the paper analyzed turnover rate between different industries to understand the general situation. And then through the turnover data analysis of Guangzhou Branch, bank A, we will understand the characteristics of employee’s turnover, turnover reasons, and put forward suggestions for improvement to reduce core employee turnover rate in the future.
KEYWORDS：foreign Banks, turnover rate, human resource management, enterprise management
目 录
1.1 研究背景……………………………………………………………………………………. 1
1.2 研究意义……………………………………………………………………………………. 1
2.1 离职的定义………………………………………………………………………………… 3
2.2 离职率的计算方式……………………………………………………………………… 3
2.3 文献综述……………………………………………………………………………………. 4
2.3.1 工作满意度对离职率的影响…………………………………………….. 4
2.3.2 薪酬福利对离职率的影响………………………………………………… 4
2.3.3 员工的职业生涯规划与发展对离职率的影响……………………. 4
2.3.4 组织认同对离职率的影响………………………………………………… 5
3 A外资银行的离职率现状分析……………………………….. 6
3.1 各行业离职率现状……………………………………………………………………… 6
3.2 A银行离职率现状………………………………………………………………………. 7
3.2.1 A银行部门及人员情况…………………………………………………….. 7
3.2.2 离职人数及离职率…………………………………………………………… 8
3.2.3 离职分布情况………………………………………………………………… 10
4 A银行员工离职原因反映出的企业管理问题…………………… 12
4.1 对企业的发展前景没有信心……………………………………………………… 12
4.2 职业生涯规划和发展没有得到指导…………………………………………… 13
4.3 薪酬福利缺乏竞争力………………………………………………………………… 14
4.4 缺乏和谐的组织人际关系…………………………………………………………. 14
4.5 直线上司的领导风格影响员工的离职行为………………………………… 15
4.6 对工作的不满意得不到有效的解决…………………………………………… 15
5 降低员工离职率的建议措施及方案………………………….. 17
5.1 采用“严进”的招聘方案…………………………………………………………. 17
5.2 提供个性化人力资源管理方案………………………………………………….. 17
5.3 为员工提供职业生涯规划指导………………………………………………….. 18
5.4 建立有竞争性的薪酬体系…………………………………………………………. 19
5.5 增强员工的对企业的认同感和归属感……………………………………….. 19
