Research On Staff Turnover And Countermeasures In Y Branch Of China Construction Bank

In the eyes of many college graduates,banks have always been the "golden bowl" with their high salary,decent and stable.In recent years,with the downward pressure on China’s economy,the strengthening of financial regulatory standards,the continuous reform of interest rate marketization,the continuous entry of foreign banks,the emergence of local small and medium-sized joint-stock banks,and the disruptive development of Internet financial markets,the competition in the industry has become increasingly fierce.Commercial banks are faced with problems such as narrowing policies,declining performance,increasing work pressures,and falling wages.The increasingly fierce competition has also led to a growing competition for talents.A large number of outstanding employees of state-owned commercial banks have been attracted by high salaries and promotion conditions.The loss of employees of state-owned commercial banks,dubbed the “training base”,is serious.In recent years,the loss of employees in CCB Y Branch has been serious,and most of the lost employees are backbones of young people with high academic qualifications.The loss of these employees directly leads to the loss of customer resources and business,loss of human capital investment,and increased operating costs.The negative impact of overall morale decline threatens the steady development of banks.Talents are the core resources for the development of commercial banks.In order to maintain the market competitiveness of the sub-branches,we must face up to the problem of employee turnover,strengthen human resource management,stabilize the workforce,and reduce and control employee turnover.Based on a large number of human resource theory and employee turnover theory models,this paper makes a systematic study on the employee turnover of China Construction Bank Y Branch,and statistically sorts out the data of the employees who have left the company in the past three years,and analyzed the employees.The current situation and characteristics of the loss and the adverse effects of employee turnover on the development of the sub-branch analyze the reasons for the loss of the employees of the sub-branches from three aspects:internal bank,social external factors and personal factors of employees.On this basis,the plan for retaining employees is designed.And safeguards for programme implementation.At the same time,it also tries to reflect the development status of China’s banking industry under the new situation,and provides a certain degree of reference for banks facing similar brain drain problems.