人力资源作为每个企业的关键组成部分，是企业顺利经营发展的根本动力。现阶段， 正常范围内的人才流动有助于企业内部职工体系的完善，对企业的发展是有着积极作用 的。然而频频出现的人才流动现象，必然会对企业追求平稳且可持续发展的目标带来一 定的威胁。企业应如何制定相关政策来引入人才、支持人才、避免人才流失等问题持续 困扰着企业。因此，对员工流失现象的分析与探讨对于企业长期战略发展有着关键作用。 “人才”一直以来都是券商的核心资源，而各个营业部就像券商伸向广大客户群的 触手。随着时代更新发展，互联网券商逐渐崭露头角，这就使得传统型券商营业部受到 巨大的挑战，各营业部逐步完成从“坐商”转为“行商”最后到“电商”的转变过程。 本文以率先变革自身，与TX集团合作的传统券商G证券为例。随着人才的作用越来越 大，G证券认识到人才流失带来的无形损失，不断完善自身的人才储备机制，大力在各 地区打造以营业部为基础的人才队伍，取得了不错的成绩。 本文根据文献研究的方法对G证券营业部人才情况进行了解，同时研究其人才机 制。根据公司人力资源管理当前状况，规划好问卷调查的设计，且对通过调查获取的数 据进行效度、信度以及因子方面的研究，发现致使人才流失问题产生的关键原因，最终 将人才流失的因素总结成八个因子，并对人才流失因子作出系统研究以及回归分析。最 终得出：福利、薪酬和员工产生离职倾向关系成极强的负相关，并就研究研究构建线性 回归模型。通过研究发现，致使G证券人才流失的因素，其中比较关键的有四个部分， 包括薪酬福利制度、职业生涯发展规划、绩效考核机制和培训，并就这四个原因制定应 对策略。希望借此完善G证券的人力资源管理方案，避免企业出现关键人才流失的现象。 关键词：人力资源；相关分析；人才流失；证券 2 Abstract Human resources are the primary resource of an enterprise and the source of its development. In today's rapid economic development, the normal flow of talents is conducive to optimizing the human structure and continuous development of enterprises. However, frequent personnel flow will inevitably affect the stability and sustainability of the enterprise. What measures an enterprise should take to attract talents, motivate talents, and retain talents are called problems that enterprises must solve. Therefore, the research on employee mobility is of great significance to the long-term strategic development of enterprises. The securities industry often regards "talent" as its core resource, and each securities business department is just like the tentacles of securities firms facing customers. With the advent of the new era and the rise of Internet brokerages, traditional brokerage business departments have been challenged unprecedentedly, and they have gradually transformed themselves from "sellers" to "traders" to "e-commerce". This article takes the first cooperation with Tencent Group to transform its traditional securities firm G Securities as an example. With the increasing role of talents in securities firms, G Securities recognizes the hidden loss caused by the mobility of talents and continuously strengthens the talent reserve mechanism. Efforts to build entrepreneurial staff teams based on sales departments in various provinces and cities have achieved great results since 2014. This article investigates the talent status of G Securities Sales Department based on literature research methods and analyzes its talent structure. Based on the company's human resource management status, design a questionnaire, conduct reliability, validity analysis, and factor analysis on the survey data, find out the core factors that lead to the crisis of talent flow, and attribute the reasons for talent flow to eight factors, which will affect the company's talent Correlation analysis and regression analysis were performed for attrition factors. The analysis results show that the negative correlation between salary, benefits and employee turnover tendency is the strongest, and a linear regression model is established for the analysis results. According to the reasons for the loss of G securities talents, the Bank will influence the four major aspects of G securities's compensation and benefits system, performance evaluation system, career development planning, and training to find out the countermeasures to resolve the talent loss of G securities. In order to improve the human resources 3 management strategy of G Securities, the purpose of retaining the talents required by the enterprise and reducing the turnover rate is achieved.