Study On Employee Loss Of R Branch Of Agricultural Bank Of Qinghai Province

Nowadays,the rapid development of various local banks,foreign banks,joint-stock commercial banks and financial technology companies in China poses a great threat to the internal and external conditions of state-owned banks,and talent factors play an important role in the fierce market competition.For all kinds of commercial banks and financial institutions,professional talents with financial knowledge and technology are indispensable in the long-term development of enterprises.For our state-owned commercial banks,how to use their own advantages to attract more talents and reduce the adverse factors caused by the loss of staff has become urgent,and the state-owned commercial banks in remote areas are all the more so.Ag Bank's R branch acts as a branch of many financial institutions,and its personnel loss problem has restricted the development of the bank and the development of certain businesses.How to attract and retain employees has become an urgent problem for the bank.Based on the relevant theories of staff drain,this paper collates the statistics of R branch's brain drain from 2015 to 2017,and uses the March and Simon Model,Mobley Intermediate Chain Model and Price-Mueller Model to analyze and compare the brain drain status of R branch of Agricultural Bank,and finds that the problem of R branch's brain drain is outstanding.The loss of staff working for 3-10 years and middle-aged young middle-level cadres,and the loss of customer service front staff are serious,which forms constraint to the competitiveness of the R branch: the institutions information construction development speed is limited,the transfer of work risk is increased,and the labor costs are increased,and in-service staff sentiment is greatly affected.For this,the paper,through the research,gives a coping strategy: the high-level of the branch should attach great importance to and in time to strengthen the consciousness of talent team construction.R branch can optimize salary distribution mechanism from the aspect of improving salary level and enhancing competitiveness,optimize performance evaluation system to establish and improve incentive mechanism from the aspect of paying great attention on the scientificity of evaluation index setting,and improve employee's working environment from the aspect of shaping good corporate culture,so as to enhance employee's enthusiasm and job satisfaction,and strengthen the construction of R branch's talent team,and promote the development of the branch.The research object of this paper is representative,which can be used for reference in the problem of personnel loss of state-owned commercial banks in high altitude and remote areas.