进入21世纪以来，中国经济蓬勃发展的需要带动了金融业对外改革开放的不断 深化。一方面大批外资银行看中中国市场纷纷涌入，另一方面国内股份制商业银行纷 纷崛起，使得作为中国银欧亿·体育（中国）有限公司支柱的国有商业银行迎来了快速发展的同时也逐渐失去 了长久以来的垄断地位。 作为盈利性商业机构，银行之间竞争的实质是人才的竞争。是否拥有高素质的人 力资源队伍成为了银行是否立于不败之地的重要因素。但据披露员工人数的上市银行 中报来看，2017年五大国有银行离职人数非常明显，情况不容乐观。这些离职人员大 部分被以优厚的待遇、完善的培训体制及灵活的用人机制等条件引入到了外资银行和 新兴股份制商业银行中，从而导致国有商业银行严重损失了人力资本和优质的客户资 源。国有商业银行在应对激烈的市场竞争中，如何避免人才流失、进行有效的人力资 源管理，成了所要面对的重大课题。 本文在系统梳理了相关理论的基础上，结合C银行邯郸分行人才流失现状及影 响，通过对离职员工访谈及在职员工问卷调查得出影响C银行邯郸分行人才流失的主 要因素并从外部因素、组织因素和个人因素三大方面展开了详细分析，从而针对性地 为C银行邯郸分行提出了防范人才流失的策略。 本文研究的主要目的及意义在于分析和解决C银行邯郸分行人才流失问题，帮助 其找到人才留任方面的不足，尽早发现问题、解决问题，避免人力资本和客户资源的 损失，进而提升自身在邯郸地区银欧亿·体育（中国）有限公司的核心竞争力。 关键字：国有商业银行；人才流失；应对策略 II Abstract Since the beginning of the 21st century, China's vigorous economic development has driven the financial industry to deepen its reform and opening up. On the one hand, a large number of foreign banks have seen the great potential of the Chinese markets and make quick move to join it. On the other hand, domestic joint-stock commercial banks have emerged one after another, making state-owned commercial banks, the mainstay of China's banking industry, lose their long-standing monopoly position while welcoming rapid development. As a profit-oriented commercial organization, the competition among banks is actually the competition of talents. High-quality human resource has become the most important factor for banks to be invincible. However, according to the listed bank reports, the number of resigning employees of the five major banks in 2017 is dramatically huge, which makes the current market situation not so optimistic. Most of these employees have flowed into foreign banks and emerging joint-stock commercial banks for better treatment, training system and more flexible hiring mechanism, all of these have caused state-owned commercial banks lose investment in human capital and high-quality customer resources massively. So, in the face of fierce market competition, how to avoid brain drain and carry out effective human resources management have become the major issue. On the basis of the related theories, this paper analyse the main factors affecting the brain drain of the bank's Handan branch from the perspective of both current situation and influence of brain drain in Bank C Handan Branch. These factors were obtained through interviews with employees and questionnaires, and summarized into three aspects: social factors, organizational factors and personal factors, so to bring up with method so to pointedly prevent brain drain of Bank C Handan Branch. The main purpose of this study is to analyze and solve the problem of brain drain in Bank C's Handan Branch, which is also where its significance lies, so to help it find the shortage of talent retention, find out problems and solve them as early as possible, in the end, to avoid loss of human capital and customer resources. In turn, it will enhance its core competitiveness in the banking industry in Handan. Key words: state-owned commercial banks; brain drain; coping strategies III 目 录 第一章 绪论..........................................................- 1 - 1.1 研究背景.....................................................................................................................- 1 - 1.1.1 银欧亿·体育（中国）有限公司背景.......................................................................................................- 1 - 1.1.2 国有C银行邯郸分行所处环境......................................................................- 2 - 1.2 研究目的和意义.........................................................................................................- 2 - 1.2.1 研究目的...........................................................................................................- 2 - 1.2.2 研究意义...........................................................................................................- 2 - 1.3 研究方法.....................................................................................................................- 3 - 1.4 研究内容和技术路线.................................................................................................- 3 - 1.4.1 研究内容...........................................................................................................- 3 - 1.4.2 技术路线...........................................................................................................- 4 - 第二章 理论依据及研究现状........................................................................................- 5 - 2.1 人力资源管理理论.....................................................................................................- 5 - 2.1.1 人力资源管理的含义.......................................................................................- 5 - 2.1.2 人力资源管理的地位和作用...........................................................................- 5 - 2.1.3 人力资源管理激励理论...................................................................................- 7 - 2.2 人才流失理论.............................................................................................................- 9 - 2.2.1 人才定义...........................................................................................................- 9 - 2.2.2 银欧亿·体育（中国）有限公司人才定义...............................................................................................- 9 - 2.2.3 人才流失定义...................................................................................................- 9 - 2.2.4 人才流失模型...................................................................................................- 9 - 2.3 国内外研究现状.......................................................................................................- 12 - 2.3.1 国外研究现状.................................................................................................- 12 - 2.3.2 国内研究现状.................................................................................................- 12 - 第三章 国有C银行邯郸分行人才流失现状及影响..................................................- 13 - 3.1 C银行邯郸分行人力资源概况................................................................................- 13 - 3.1.1 C银行邯郸分行人力资源构成......................................................................- 13 - 3.1.2 C银行邯郸分行人力资源现存问题..............................................................- 13 - 3.2 C银行邯郸分行人才流失现状................................................................................- 14 - 3.3 C银行邯郸分行人才流失影响................................................................................- 15 - 3.4 C银行邯郸分行人才流失调查研究........................................................................- 16 - IV 3.4.1 C银行邯郸分行离职员工访谈研究..............................................................- 16 - 3.4.2 C银行邯郸分行在职员工问卷调查..............................................................- 18 - 第四章 国有C银行邯郸分行人才流失原因分析......................................................- 25 - 4.1 外部因素...................................................................................................................- 25 - 4.1.1 社会观念的转变.............................................................................................- 25 - 4.1.2 同业竞争激烈.................................................................................................-