The Case Study In Employee Turnover Of DL ZG Bank

With the economic resurgence in the world, the world economy center is moving to China, which brings huge development spaces for the domestic companies. But risk is always with opportunity. The domestic companies are facing fierce competitions. The core-competitiveness in the 21st century is the talent. The critical factor for a company to develop is to obtain, retain, and maximum the effectiveness of the talent.ZG Bank was found in 1912. It’s one of the big four state-owned banks with more than one hundred years’history, and the first IPO bank in China. ZG Bank is the most famous bank in China, with the resource integration, business adjustment and market development, ZG Bank becomes an international financial institution which plays an important role in Chinese economy. DL ZG Bank is one of the branches in Liaoning. Although DL ZG Bank is just a branch bank, it has completed organization structure and wide business scope. It’s mainly responsible for Bank Trust services, Customer Development, and local economy analysis in Dalian. In current years, the competition with banks is extremely fierce, and the good talent is in critical short. The staff turnover is becoming the focus in the financial industry. DL ZG Bank is deeply influenced. If not adjusted, it will become the bottle-neck of the development of DL ZG Bank.This article describes four true cases in DL ZG Bank, and discloses the human resources management problems in this bank, such as invalid performance management system, unfair compensation and benefit policies, lacking of career path management and disordered training system, which leads to the loss of employees in DL ZG Bank. The writer did a lot of scientific analysis and research, worked out solutions and suggestions for the bank to solve the employee turnover problem. It can not only help DL ZG Bank to resolve the problems in human resources management, but also raise the scientific proof and solutions for similar banks with similar problems.