The Study On The Lose Of Talent Of A SOCB In Dongying

With the advent of the information revolution and the knowledge economy,the competition among banks increasingly evolved into the talent competition between who can attract the best people,who are good at using and retain the best people,who will be able in the future competition gain advantages,seize the initiative.In recent years,Dongying state-owned banks continue to strengthen human resource management,focusing on training and use of personnel,improve the performance appraisal and compensation management,strengthen the building of enterprise culture,and achieved positive results.This paper is divided into five sections:Firstly we defined the concept of talent,more talent the difference between the loss and the flow of talent,then introduced the Maslow's hierarchy of needs,Lewin's field theory,Cook curve,the goal is the same theory loose Giro,but also introduces the model of brain drain and Marge Price and Simon model for further study in this paper the theoretical basis;third part of the development process of Dongying City,a state-owned bank,human resources brief status quo,to identify problems of human resource management,leads to brain drain current situation and analyze brain drain The reason that the existing state-owned banks,Dongying extensive job management,performance management system is imperfect,salaries and jobs,disjointed performance,staff training mode single,training effect is not obvious,is not smooth professional serial management issues;fourth part describes some of Dongying State-owned bank personnel development proposals and measures,in accordance with its combination of talent management problems in domestic and foreign talent management theory,proposed to establish a truly modern concept of human resources,implementation of the objectives of the management of human resources,and promote the efficient allocation of human resources,establish a reasonable talent flow mechanism,strengthen the construction of four teams line.