Human Resource Analysis in the Financial Institution: Evidence from Financial Consultants
碩士 === 國立中興大學 === 高階經理人碩士在職專班 === 99 === Human capital is the most important asset for all enterprises or institutions. In order to maintain its competitive advantage and to accumulate valued human capitals, the company must attract and retain talent employees. The employee turnover ratio has rema...
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| Format: | Others |
| Language: | zh-TW |
| Published: |
2011
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| Online Access: | http://ndltd.ncl.edu.tw/handle/4qd4xt |
| Summary: | 碩士 === 國立中興大學 === 高階經理人碩士在職專班 === 99 === Human capital is the most important asset for all enterprises or institutions. In order to maintain its competitive advantage and to accumulate valued human capitals, the company must attract and retain talent employees. The employee turnover ratio has remained in a high level among financial institutions for a long time in Taiwan. Thus, it is very critical for both human resource department and front line business unit of the bank to retain talent and outstanding employees.
The research uses duration model and is aimed to discover and investigate the factors that will affect financial consultants to resign from the bank of this study case. Hopefully, the findings of this research are useful for management and human resource departments when making decisions of recruiting and retaining employees. The total of 1030 samples are constituted of under-employed and resigned financial consultants.
The study results are as follows:
1. Marriage: Married employees tend to have lower turnover rate than unmarried employees.
2. Title: Senior rank employees tend to have lower turnover rate than juniors.
3. Gender: Male employees tend to have higher turnover rate than female employees.
4. Employee education level has no affect on turnover rate.
5. By using overlapping examination, married female employees tend to have lower turnover rate than unmarried females. Senior rank female employees tend to have lower turnover rate than junior rank females.
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