The A Bank Of Suzhou Counter Staff Resign Analysis And Countermeasures Research

With the rapid growth of the economy, the financial industry has rapidly expanded and openedup to the outside world. In light of this, foreign banks have entered the Chinese market in acomprehensive way. With their advanced management methods, improved training processes, aninternal environment of fair competition and generous benefits; they have purposefully poachedfrom commercial Banks a number of outstanding employees. Large amounts of data show that theloss of commercial bank staff is a serious phenomenon, especially in the cornerstone of bankingoperations, the counter employees. This not only increases the operating costs and reduces staffloyalty, but also weakens the competitiveness and stability of commercial Banks.This article is a psychological investigation into Suzhou A bank counter staff. It is concludedthat there are three major causes of employee turnover, and then through the analysis and study ofthe causes of staff turnover, the recommending of commercial bank staff countermeasures. Namely;to fundamentally retain talent, the different demands for staff, meeting the needs of differentemployees, improve employee satisfaction, recognize employee potential, which will play Abiggest employee performance. One of the core principles of the commercial bank employeemanagement mechanism is to establish and develop a new set of talent incentives and trainingprocesses and to adapt a set of guidelines to enable the development of staff, advancing with thetimes within the bank’s corporate culture. With the "people-oriented" approach at the core,development opportunities to help employees realize their potential, combined with flexible andcomfortable working conditions, is the essence of modern commercial bank human resourcesmanagement. This will fundamentally guarantee the successful future development of commercialBanks.