The Analysis Of The Reasons And Resolutions Of The Outflow Of The Legal Practitioner In A Commercial Bank

Bank legal practitioners are an important group in the risk management task of commercial banks.Because of their rich financial and legal knowledge reserves and high practical experience,they are indispensable in the daily business negotiation,contract signing,asset investigation,dispute settlement and other processes of banks.However,due to the restrictions of the current stage of economic and legal development in China,the situation of corporate lawyers and public lawyers has not attracted much attention,and the brain drain phenomenon is more common.The transfer and loss of legal talents not only means the outflow of knowledge and skills and the destruction of business continuity,but also directly affects the construction of core wind control capacity and the improvement of crisis handling capacity of banks,which is a huge loss for commercial banks.It is not common for theoretical circles to analyze and study the special cluster of legal talents in commercial banks.How to raise the attention of talents in this field and improve their living environment is of great significance to the construction of modern rule of law in commercial banks.This paper focuses on the target group of legal talents in A Commercial Bank,and collects the first-hand interview data by sending questionnaires to dozens of resigned or transferred employees and conducting one-to-one interviews with several resigned or transferred employees.Through the comprehensive use of the relevant theories of organizational behavior and human resources management,this paper makes quantitative statistics and qualitative analysis on the key words of interview data,compiles four cases of employee turnover in A Commercial Bank,intuitively reflects the unique characteristics of legal personnel management in commercial banks,and combines theoretical knowledge to deeply excavate and find out the brain drain of this group.Real reasons,put forward targeted suggestions and countermeasures.It is hoped that it can be used for reference to improve the drain of legal talents in commercial banks.This paper finds that the legal talents of commercial banks have the characteristics of high education,high skills and high core value,and are sensitive to the realization of personal value and fair mechanism,and have high expectations of life.However,there are some problems in the management of legal talents in A Commercial Bank,such as imperfect performance management,unfair,inadequate career management and unscientific staff training mechanism.These problems affect employees’job satisfaction to varying degrees and lead to the loss of talents.Based on the intergenerational values,performance management and career theory,this paper puts forward the following suggestions and countermeasures for A Commercial Bank to help it solve the problem of brain drain:first,it puts forward the perfect scheme of performance management system to avoid compulsory apportionment in a one-size-fits-all manner;second,it puts forward the improvement methods of employee career management to open up the channels for employee promotion.Enterprises bury the seeds of a number of legal staff;third,the improvement and adjustment of the staff training system,.the establishment of regular business training system,the establishment of"transmission,help,take" training mechanism with old and new,internal and external interaction;fourth,the establishment of corporate lawyers and corporate legal advisers system,to open up a ladder for legal professionals to the career direction of lawyers.