Research On G Bank H Branch Counter Staff Turnover Problems

The employees of the counter have become the main body of the bank employees through their large number of employees and the characteristics of customers directly contacting customers and facing the demands of customers.In order to enhance service quality and improve competitiveness,domestic Banks introduce standardized and standardized operation procedures of counter service and corresponding assessment methods.The work pressure and work intensity of the counter staff are gradually increasing,and the high quality all-energy cabinet staff has become the indispensable talent body of the banking industry.However,with the promotion of economic globalization,China's financial industry has been expanding and accelerating internationalization.Banks compete for capital,technology,services and talent.Joint-stock commercial Banks and foreign Banks have lured away a large number of experienced bankers from state Banks with generous salaries.At the same time,the domestic financial reform and financial markets,the rapid rise of the Internet financial,attracts a steady industry talent leave within the state-owned Banks to pursue in a market economy.In this environment,state-owned Banks are under great pressure to take over the departure of employees at the counter.In this paper,starting from the actual situation of G,H bank,elaborated the background and significance of the paper,comprehensive human resources management related theory at home and abroad,analyzed the G,H bank counter employee problems of talent management and lead to counter the reasons of the loss of staff from external,internal and staff personal factors,and put forward solutions for specific problems.For the external environment,the enterprise should promote the deep transformation of business model;Due to the G,H bank recruitment,training,guard,promotion,incentive mechanism and problems of enterprise culture,enterprises should one by one to improve it,and to establish and perfect the counter employee talent evaluation system;For the personnel loss caused by the personal reasons of the staff in the counter,the enterprise should rectify the main problems.For the loss of talents caused by the mobility of a few employees,the enterprise should take control from the source.Finally,the articleputs forward the implementation and safeguard measure of the plan.Expect this research can improve the problem of G,H bank,and to provide some ideas for our country state-owned commercial bank counter staff management.