X联社最初成立于1985年，隶属于广西农村信用社联合社管理。截至2018年12 月末，各项存款突破414亿元，成为广西农村信用社联合社旗下规模最大的二级金融机 构。在快速发展的同时，X联社也面临着人才流失越来越严重的问题。对人才流失现状 不加以改变，对于他们的发展壮大无疑是具有严重的隐患。 本文采用理论研究与实证分析相结合的方法，旨在进行X联社降低人才流失的对策 研究。本文在结合有关文献研究和理论模型的基础上，通过实地走访、电话、问卷调查 等方法深入该联社进行调研，也对离职人员进行访谈，收集到影响X联社人才流失的五 大原因：薪酬福利政策制定不合理且兑付不及时、用人机制不透明、培训体系不完善、 企业文化建设不健全、职业生涯规划不明确，这五方面因素共同作用，造成X联社人才 大量流失，也对X联社的员工管理带来了挑战。笔者从X联社的实际情况出发，为其制 定出了一套科学的人才流失问题解决对策，同时为了确保对策能落地，还提出了若干保 障措施。 结合农村金融机构的特性，针对X联社降低人才流失的对策研究，是本文的创新点， 希望为商业银行特别是农村金融机构解决人才流失问题有所贡献。 关键词：农信社 降低人才流失 对策 保障措施 II Study on the countermeasures of reduce brain drain In X union of Guangxi rural credit cooperatives ABSTRACT X union was originally established in 1985 and is under the management of Guangxi rural credit cooperatives. By the end of December 2018, deposits had exceeded 41.4 billion yuan, making it the largest secondary financial institution under Guangxi rural credit cooperatives. With the rapid development, X union is facing a serious problem of brain drain now. The present situation of brain drain is not changed, for their development and growth is undoubtedly a serious hidden trouble. This paper adopts the method of combining theoretical research with empirical analysis to study the countermeasures of reduce brain drain in X union. In this paper, in combination with related literature, on the basis of research and theory model, through site visits, phone calls, deep the association for research methods such as questionnaire survey, and interview for employee, the author collected the five main causes of brain drain: salary welfare policy is not reasonable and not timely payment, imperfect mechanism of choose and employ persons not transparent, training system, enterprise culture construction is not sound, career planning is not clear. The five factors work together, causing huge loss of X union talent, also posed a challenge to X union staff management. Based on its reality, the author has worked out a set of scientific solutions to the brain drain problem for X union. At the same time, in order to ensure that the solutions can be implemented, some safeguard measures have been put forward. Combined with the characteristics of rural financial institutions, the countermeasures against the brain drain of X union are the innovation of this paper, hoping to contribute to solving the brain drain problem of commercial Banks, especially rural financial institutions. III KEY WORDS: Rural financial institutions, Reduce brain drain, Scientific solutions, Safeguard measures IV 目 录 摘要 ......................................................................................................................................... I ABSTRACT ............................................................................................................................. II 第一章 绪论 .............................................................................................................................. 1 1.1 研究背景 ............................................................................................................................ 1 1.1.1 研究背景 .................................................................................................................... 1 1.1.2 研究意义 .................................................................................................................... 2 1.2 研究内容与思路 ................................................................................................................ 3 1.2.1 研究内容 .................................................................................................................... 3 1.2.2 研究思路 .................................................................................................................... 3 1.2.3 研究方法 .................................................................................................................... 4 1.3 研究综述 ............................................................................................................................ 6 1.3.1 国外对人才流失的研究综述 .................................................................................... 6 1.3.2 国内对人才流失的研究综述 .................................................................................... 7 第二章 广西农信社X联社人才流失的现状描述 .................................................................. 9 2.1 人才流失相关概念的界定 ................................................................................................ 9 2.1.1 人才的定义 ................................................................................................................ 9 2.1.2人才流失的相关概念 ................................................................................................. 9 2.2 广西农信社X联社简介 .................................................................................................. 10 2.2.1 广西农信社X联社简介 .......................................................................................... 10 2.2.2 广西农信社X联社人才构成情况 ...........................................................................11 2.3 广西农信社X联社人才流失的现状分析 ...................................................................... 13 2.3.1 广西农信社X联社近5年流失人才的总数 .......................................................... 13 2.3.2 广西农信社X联社近5年流失人才的去向 .......................................................... 15 2.3.3 广西农信社X联社近5年流失人才的性别构成 .................................................. 16 2.3.4 广西农信社X联社近5年流失人才的职务构成 .................................................. 18 2.4 广西农信社X联社人才流失原因调查分析 .................................................................. 22 2.4.1 人才流失原因问卷调查 .......................................................................................... 22 V 2.4.2 人才流失原因问卷调查数据统计 .......................................................................... 22 2.4.3 离职人员访谈 .......................................................................................................... 24 2.5 广西农信社X联社人才流失的原因分析 ...................................................................... 26 2.5.1 薪酬福利政策存在诸多缺陷 .................................................................................. 26 2.5.2 用人机制缺乏透明性公平性 .................................................................................. 28 2.5.3 培训体系尚不完善 .................................................................................................. 29 2.5.4 企业文化缺乏重视 .................................................................................................. 30 2.5.5 职业生涯规划不明确 .............................................................................................. 32 第三章 广西农信社X联社降低人才流失的策略 ................................................................ 33 3.1 构建科学合理的薪酬制度 ............................................................................................. 33 3.1.1 提供有市场竞争力的薪酬 ...................................................................................... 33 3.1.2 加强对工资考核的监督 .......................................................................................... 34 3.1.3 确保薪资兑付及时到位 .......................................................................................... 34 3.2 建立透明公平的用人机制 .............................................................................