时光在前，我国市场经济发展变革了几十年，作为资金配置主渠道的国有 银行纷纷变革，同样举足轻重的金融机构农村信用社，也紧跟改革的步伐， 逐 步稳进改为农商行。体制的改革，并不意味着各方面改革同步推进，国有银行 人员工作的许多深层次问题并没有得到根本的改善和解决，这些问题引发的一 系列员工流失现象 层出不穷。然而，任何金融机构的核心竞争力都是员工，也 因此对千国有银行而言，为在日趋激烈的金融市场中获取优势地位，保证企业 在未来可持续发展，人力资源管理制度 革新势在必行。 本文以河南省 LH 农商行为研究对象，文献分析法梳理国内外文献及相关理 论作为基础研究员工流失问题。首先对 LH 农商行的现状和人力资源分布进行梳 理： 从员工流失的特点、去向以及造成的各种影响等方面定性分析了 LH 农商行员 工流失现状。在此基础上，采用问卷调查法及访谈调查法对 LH 农商行员工离职 原因进行了调研， 分别从银行内外环境以及员工个人因素三个方面，总结分 析了造成员工流失的主要原因，内容包括：社会环境、管理机制、员工自身三 个方面。最后，根据 LH 农商行员工流失 的原因，提出了具有针对性的，能够有 效缓解银行员工流失问题的有关对策，从有效的人力规划与员工储备完善，下 至新入员工，上到银行各阶层管理人员的生涯规划，从拓展 员工晋升通道，到 绩效考核体系与企业文化建设等，详尽阐述了应对国有银行员工流失的具体对 策。 本文主要对如何加强河南省 LH 农商行员工队伍建设进行探讨，并从人力资 源管理的角度，具体提出了员工流失有效的对策，为丰富国有商业银行人力资 源管理相关理论，提升银行整体人力资源管理水平，有效挽留员工，为银行规 模与业务拓展提供人 力保障，实现可持续发展具有非常强的借鉴意义和启示。 关键词：国有银行，员工流失，人力资源 II Abstract As time goes by, China's market economy has changed for decades. As the main channel of capital allocation, state-owned banks have changed one after another. Rural credit cooperatives, also an important financial institution, have followed the pace of reform and gradually changed into agricultural commercial banks. The reform of the system does not mean that all aspects of the reform have been carried out simultaneously. Many deep-seated problems in the work of state-owned banks have not been fundamentally improved and solved. A series of employee turnover phenomena caused by these problems emerge in an endless stream. However, the core competitiveness of any financial institution is its employees. Therefore, the staff management mechanism of state-owned banks needs to be reformed urgently. Otherwise, it will not be able to face the increasingly fierce market competition and challenges, and ultimately it will be difficult to achieve the vision goal. In this paper, the research object of LH rural business behavior in Henan Province, literature analysis method combing domestic and foreign literature and related theories as the basic research staff turnover. First of all, the current situation and human resource distribution of LH rural commercial bank are sorted out： from the characteristics, direction and impact of employee turnover, the paper qualitatively analyzes the current situation of employee turnover of LH rural commercial bank. On this basis, the paper uses questionnaire and interview to investigate the reasons of employees' turnover in LH agricultural commercial bank, and summarizes and analyzes the main causes of employee turnover from three aspects： internal and external environment of the bank and personal factors of employees, including social environment, management mechanism and employees themselves. At last, according to the reasons of the staff turnover of LH rural commercial bank, this paper puts forward some pertinent countermeasures, which can effectively alleviate the problem of the staff turnover of the bank, from the effective human resource planning and staff reserve improvement, down to the new employees, up to the career planning of all levels of managers of the bank, from the expansion of staff promotion channels, to the III performance appraisal system and corporate culture construction, etc. The specific countermeasures to deal with the loss of employees in state-owned banks are described. This paper mainly discusses how to strengthen the construction of the staff of LH agricultural commercial bank in Henan Province, and from the perspective of human resource management, puts forward the effective countermeasures for the loss of staff, in order to enrich the relevant theories of human resource management of state-owned commercial banks, improve the overall level of human resource management of banks, effectively retain staff, provide human security for the bank's scale and business development, and realize the Sustainable development has very strong reference significance and enlightenment. Keywords: State-owned banks, staff turnover, human resources IV 目录 摘要 ..................................................... I Abstract ................................................ II 第一章 绪论 .............................................. 8 第一节 研究背景和意义 .......................................... 8 一 研究背景 ........................................................ 8 二 研究意义 ........................................................ 8 第二节 文献综述 ............................................... 9 一 国外研究现状 .................................................... 9 二 国内研究现状 ................................................... 11 三 文献述评 ....................................................... 13 第三节 研究内容和方法 ........................................ 14 一 研究内容 ....................................................... 14 二 研究方法 ....................................................... 15 第二章 河南省LH 农商行员工流失与影响 ................... 16 第一节 LH 农商行的人力资源和组织结构 ......................... 16 一 发展概况 ....................................................... 16 二 人力资源特征 ................................................... 16 三 组织架构 ....................................................... 19 第二节 LH 农商行员工流失现状 ................................. 20 V 一 纵向对比离职率呈上升趋势 ....................................... 21 二 横向对比员工流失率高千同级别农商行 ............................. 21 三 本科学历和 35 岁以下员工离职人数最多 ............................ 22 四 考核成绩为 C 和评级为 12 的员工离职人数最 多....................... 24 五 条线从业人员离职人数最多 ....................................... 25 第三节 员工流失对千 LH 农商行的影响 ........................... 26 一 人力成本的损失 ................................................. 26 二 银行员工归属感降低 ............................................. 27 三 客户资源流失 ................................................... 28 第三章 河南省LH 农商行员工流失调查 ..................... 30 第一节 在职员工的满意度和离职倾向调查 ........................ 30 一 调查问卷设计 ................................................... 30 二 调查问卷发放与回收 ............................................. 30 三 调查问卷分析 ................................................... 32 第二节 对离职员工的跟踪调查 .................................. 37 一 电话访谈的内容设计 ............................................. 37 二 面对面访谈内容设计 ............................................. 38 第三节 调查总结 .............................................. 38 一 薪酬分配不合理 ................................................. 39 二 晋升通道不畅通 ................................................. 39 三 国有企业文化认同感低 ........................................... 40 第四章 河南省LH 农商行员工流失的 原因分析 ............... 41 第一节 社会环境的原因 ........................................ 41 一 人和社会的观念转变 ............................................. 41 VI 二 金融市场和劳动力市场的转变 ..................................... 41 三 经济形势影响业务流失 ........................................... 41 第二节 LH 农商行的管理机制原因 ............................... 42 一 绩效考核制度不完善 ...................