Countermeasures For The Employee Demission Of Commercial Banks In Small And Medium-sized Cities

As China's economy has entered the new normal,the structural reform on the supply side has advanced further,and the pace of industrial transformation and upgrading has been accelerated,which greatly accelerates the economic growth.At the same time,the reform of interest rate liberalization,the acceleration of financial disintermediation,and the rise of financial technology have affected the entire banking industry,subjecting the economic and financial situation to undergo profound changes.At the same time,China's joint-stock commercial banks are also facing enormous challenges.At present,the active turnover rate of commercial banks in small and medium-sized cities is getting higher and higher.Foreign banks and non-bank financial institutions rely on their advanced management methods,professional business knowledge,and high High competitive benefits,improved training systems and global rotation have unique competitive advantages to attract talents in small and medium-sized cities,resulting in a large proportion of bank employees leaving.G Bank is one of more than a dozen national joint-stock commercial banks in China.The remaining nationwide joint-stock commercial banks include China Merchants Bank,Shanghai Pudong Development Bank,China CITIC Bank,China Everbright Bank,Huaxia Bank,China Minsheng Bank,and Guangdong Development Bank.From the comprehensive strength of bank establishment time,scale and profitability,the overall positioning of G banks can be seen as representative of commercial banks in small and medium-sized cities.The reason to select a branch of the G bank business department as the research object is based on two reasons: firstly,the author is working in a branch of the G bank business department for several years,the basic situation of human resources of the bank are more familiar with and understand;the second point is a very important reason is that the business department in the past two years suffered a turnover phenomenon the more serious staff,currently has 9 employees handled the exit formalities out of the G bank;the resulting chain reaction is affected by internal cohesion,another two customer manager intends to submit the resignation report,but were persuaded to temporarily give up the idea of leaving.This incident has attracted the attention of senior banks.Maintaining the stability of employees in the organization and preventing the brain drain has become the key task of the Bank Human Resource Management Office in the near future.Among them,since the establishment of the G Bank branch business department of the author since the establishment of a short period of two years,a total of nine resigned staff,including three sales department,account management department accounted for six people.Sub-branches successively experienced a large number of employee turnover,accounting for 50% of the number of employees in the department and 30% of the number of branch employees.These employees have excellent academic qualifications,strong work ability and outstanding job performance.A large number of resignations have increased the bank's labor costs,shaken employee stability,and affected corporate development planning.Banks will spend many times to recruit and train employees of the same level.At the same time,because the essence of the banking industry is to provide financial services to individuals and corporate customers,employees may take away a large amount of customer resources while leaving the company.Caused great losses to the bank,or interrupted or delayed the service to the customer because of the employee's departure,reduced the customer's satisfaction,and affected the bank's brand image.These influences have aroused the attention of researchers,and what causes this part of the outstanding employees to leave their jobs,and whether the direction of development after their departure is the main factor in their resignation,or because of the lack of internal banking mechanisms and the external environment Attract them to cause their departure.This study takes the relocation motives of commercial banks in small and medium-sized cities as the research topic,and uses a G Bank branch business department as a case study object to use an in-depth interview method to conduct a one-on-one interview with the nine departing employees in a branch of G Bank.And analyze the main motives for their departure.According to face-to-face interviews,we came up with the real motivation for the resignation of nine employees in a branch of G Bank.The separation motive force is divided into six points: they are not satisfied with the job because of remuneration;they are dissatisfied with the job due to the internal rise of the company;the pressure of work is too great to balance family and business relationships;and better jobs and employment opportunities are found;The relationship with colleagues is indifferent and the company's cohesiveness is not felt;it is influenced by the concept of self-employment.In light of the actual situation of the bank and the wealth of experience and lessons learnt by scholars in the field of human resources management,the following measures and recommendations have been proposed for the phenomenon of the resignation of small-scale employees in a branch of the bank's business department.The first is to set reasonable conditions.Remuneration and welfare protection system;reasonable arrangements for work breaks to strengthen rotation-type development;selection of employees to meet the needs of the development of enterprises;to clear the internal communication channels,concerned about the psychological health of service personnel;provide professional development planning smooth internal promotion channels.