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证券业是我国改革开放以来迅速发展的新兴行业,伴随它成长的是一支朝气蓬勃、充满活力和斗志的从业队伍,这支队伍的成员较之其他行业,大多年纪轻、学历构成高、思想活跃、好学上进,这反映了证券行业高竞争、高技术、高信息等深层的内在要求。但同时,在这个高风险、高收益、高诱惑力行业中,人员流动、人员流失较频繁也是令券商较为头痛的一件事。面对日益激烈的行业竞争和证券市场的逐步对外开放,人才的竞争将成为竞争的焦点,这就需要我们对人才流失状况有一个清醒的认识及应对的对策。一、人才流失的原因1、地区经济发展的不平衡与人力资源的可交易性。地区经济发展的不平衡,使得地区间的经济发展水平存在较大差距,收入水平也各不相同,发达地区券商的工资收入明显高于欠发达地区券商。人力资源的产权天然属于个人,是可交易的,而劳务市场的逐步建立和完善为这种交易提供了便利的条
The securities industry is a rapidly emerging emerging industry since China’s reform and opening up. Along with its growth is a vigorous, energetic and militaristic workforce. Its members are mostly young and have a relatively high academic qualification compared to other industries. Active, studious, which reflects the securities industry, high competition, high technology, high information and other deep internal requirements. However, at the same time, staff turnover and loss of personnel are more troublesome to brokerages in this high-risk, high-yielding and high-temptation industry. Faced with increasingly fierce industry competition and the gradual opening up of the securities market, talent competition will become the focus of competition. This requires us to have a clear understanding of the brain drain and countermeasures. First, the reasons for brain drain 1, regional economic development imbalances and human resources tradable. The unbalanced development of regional economy makes the level of economic development between regions have a big gap and the income level varies. The wage income of brokerages in developed areas is obviously higher than that of underdeveloped regions. Property rights of human resources naturally belong to the individual, is tradable, and the gradual establishment and improvement of the labor market provides a convenient bar for such transactions