A Case Study On Emplo Yee Turnover Of Bank F (Dalian)

Under the fiercecompetition today, companies can only survive by innovate to build up their unique core-competitiveness, or else be knocked out. It is known to all that human resources is one of the core-competitiveness for a company, and is essential for a company to develop. To make a good use of human resources can bring lots of benefits to a company.To set up a scientific and reasonable human resources management system is extremely urgent for Bank of F.dl. Similar to most of other banks, Bank F.dl gains most of its money by financing managers, but never pays enough attention to its core talents. There is no systematic training and maintaining mechanism in Bank F.dl, which leads to the waste of the talents' potential, and dissatisfaction with the company. If given good opportunity, these staffs will leave the company without any doubt. And the left of the staff will lead to huge loss to the bank, because with the leaving of the financing managers, huge numbers of important customers will leave together. If the bank can start from the daily human resources management work, make scientific plan and implement it, provide sufficient protection for the staffs, enhance the staff satisfaction, the loyalty of the staffs can raise accordingly, and the risk of staff turnover can be reduced. This problem must be solved immediately, or else it will bring huge damage to Bank F.dl.This article studies the problems of human resources management in Bank F.dl, firstly analyze four true cases in Bank F.dl, find the primary causes of the problems of human resources management, give solutions based on lots of human resources management theories and models, which is not only useful for Bank F.dl, but also have practical meanings for other similar companies facing similar human resources management problems.