雇主品牌建设对人力资源工作开展影响巨大,特别是快速发展期的银行,雇主品牌作用更加表现的淋漓尽致。本文以宁波银行为代表,对金融行业雇主品牌建设的一些特色实践进行了比较详尽的分析。文中分析了人员引进、培养、发现和任用的一些做法,对金融行业起到一些借鉴作用。员工引进方面,宁波银行采取了点、线、面三个方式,通过建设金融俱乐部、建立内推体系和打造微信招聘平台,吸引了一批新生代学生加入;员工培养方面,针对新入行员工的不同痛点和需求点,采取了员工辅导体系、“四会制”和建立孵化基地来做好员工培养;员工激励方面,通过建立后备人才库制度、公开竞聘制度和员工择岗制度进一步激发员工潜能。通过上述做法,实现了该企业招聘能力增强、员工敬业度增高、离职率降低三大效果。 Employer brand building has a tremendous impact on the work of human resources, especially the fast-growing banks and the role of employers’ brands are most vividly demonstrated. This paper takes Ningbo Bank as a typical example, and makes a detailed analysis of some characteristic practices of employer brand building in the financial industry. The paper analyzes some ways of introducing, cultivating, discovering and appointing staff, and plays some reference role in the financial industry. In terms of employee introduction, Bank of Ningbo adopted three ways: point, line and area. Through the construction of financial clubs, the establishment of a push-in system and the establishment of a Wechat recruitment platform, Ningbo Bank has attracted a number of new-generation students to join. In terms of staff training, Different pain points and demand points, we adopted an employee counseling system, a “four-party system” and an incubation base to train employees. In terms of employee incentives, we further stimulated the establishment of a pool of reserve talents, an open competition system and a system of staff selection Employee potential. Through the above practices, the company has achieved three major effects: enhanced recruitment capabilities, enhanced employee engagement, and reduced turnover.