Analysis And Countermeasures Of Employee Turnover In Bank P

Augment of socialization of financial assets has brought about an explosive growth in the number of bank practitioners,at the same time,however,a higher personnel turnover has appeared in the banking industry.How to manage personnel turnover well and use various policies,systems,and management practices to attract,develop,motivate,and retain employees has become a topic that banks must pay attention to.This thesis selects P Bank,a local joint-stock commercial bank in Inner Mongolia Autonomous Region,as research object,and conducts statistical analysis on its staff turnover in the past five years.It then uses the Price-Mueller(2000)model to design a questionnaire to investigate the turnover intention of its on-duty employees.As an addition,interviews with P Bank's Human Resources Department are given,until ultimately positioning the factors that influence its employee turnover.Then,correlation analysis and regression analysis are adopted to measure the impact of such influencing factors on the turnover rate,and by doing which the main reasons for the departure of P bank employees are found.According to the actual situation of P Bank and the investigation results,the thesis proposes targeted solutions and strategies so as to provide references for P Bank to improve the level of human resources management.The study found that the turnover of P bank employees is the result of the combined effects of external environmental,corporate internal factors,and employees' own aspects.Corporate factors include the backwardness of human resource management concepts,unreasonable assessment settings,rigid salary system,poor promotion channels,and lack of training,etc.The specific suggestions for improvement include: strengthening the functions of human resource management,flexibly adjusting human resources planning,building a scientific performance appraisal and salary management system,strengthening employee training,so on and so forth.