An Analysis Of The Staff Turnover Of J Bank A Branch After 1990

The domestic financial industry continues to flourish and build.Under the background of economic internationalization,financial cross-border trade activities have gradually increased and the degree of openness has deepened.The new era of Internet finance has become popular.Previous product options have attempted to challenge the market influence of the traditional financial industry.Local banks were also involved,evolving from the role of "spectator" at the beginning to the role of promoter.The threat of Internet finance and the substitution role of foreign banks have made the competition in the financial sector fierce.Behind this phenomenon,in reality,a deeper contest is the battle for talent.At this stage,most of the bank's human resources team is in the post-90 s group.However,the lack of post stickiness in this age group has led to an increase in the bank's brain drain rate,and the relevant management is quite worried.Therefore,the major banks must pay attention to the stability of talents brought about by the "hopping army" and try to solve it properly.J Bank A Branch has a prominent scale advantage,positioning itself with commercial attributes.The team hired nearly 90% of the post-90 s staff,and they pushed the bank forward.In the past few years,these talents frequently resigned,and the more ideal the business level and education level of the talents,the more there is a tendency to leave,making the subsequent construction activities of J Bank A branch lack of support and constraints.How to avoid damage to the stability of talents and strengthen the stickiness of talent positions has become the top priority of this branch.This article focuses on the post-90 s employee turnover faced by the sample object,conducts targeted analysis,introduces the results of relevant Chinese and foreign topics,and combines literature review,interviews,and case interpretation methods to comprehensively evaluate the deep reasons for the lack of staff position stickiness at J Bank A branch.With reference to the current status of the bank,this article first summarizes the commonalities,resignations,and effectiveness of corresponding incentive strategies for post-90 s employees.Incentive strategy involves subdivisions such as compensation,benefits,development opportunities,and training services.Since then,with the help of interviews,this article has grasped the relevantviews of resignations and incumbents,and from the dimensions of the bank's internal conditions,external conditions,individual differences,etc.,to infer the deep reason for the bank's insufficient staff stability.In the end,this article observes that the external cause is the renewed understanding of employment and values;the online media provides a greater choice of career choices;the escalation of the international competition situation has reduced the life cycle of enterprises.The internal reasons for the post-90 s employee turnover are: unscientific remuneration and treatment system;the bank management framework needs to be adjusted,and the fairness is lacking at the current stage;the company's cultural development is relatively shallow;the post task reasons.If analyzed from the perspective of individual differences,the basic reasons include: family material conditions,marital relationships,job experience,frequency of departure,age range,opinions about positions and positions,job satisfaction,and corporate belonging.Finally,according to the existing shortcomings,related impact factors and impact paths,this article sets up supporting treatment strategies according to internal,external,and individual dimensions.With the help of the subject analysis activities in this article,J Bank A Branch will obtain a more scientific human resources management guide and improve a series of retained talent systems,which will help the branch and other grass-roots banks to focus on the post-90 s career planning situation of employees,from consolidating loyalty,Start with job enthusiasm and other levels to build a more cohesive talent team.Learning from the results of this article,not only can J Bank A branch get strong talent support,ensure its business is stable and efficient development,but also be able to present a responsible appearance to build the bank's reputation.