Study On The Turnover Of Young Employees In D Branch Of China Construction Bank

In recent years,with the expansion of domestic market openness and the acceleration of economic transformation,the competition within the traditional banking industry has also shown an increasingly white hot trend,the market share has been declining,and has been eroded by more and more financial institutions.At the same time,the convergence of Internet financial services and human economic and social life is more closely related.The emergence of new financial services channels such as We Chat and Alipay not only changes the social consumption values of human beings,but also changes the consumption habits of human beings.Based on this background,the competition faced by the traditional banking industry is more complex,the market share continues to decline,and the necessity of serving talents is becoming more and more prominent.China Construction Bank,founded in 1954,is one of the five major state-owned banks in China.D branch of China Construction Bank is a secondary branch,which has developed rapidly in recent years.It needs to recruit more employees to meet the requirements of its development.The following problem is that the number of new recruits leaving is also gradually increasing.How to enhance the vitality of young personnel,retain excellent young personnel,improve the sense of belonging to young personnel,and provide effective guarantee for the sustainable and healthy development of D branch is an important issue in front of D branch.Based on ERG theory,this paper adopts the method of satisfaction questionnaire for on-the-job young employees and visiting young employees who have resigned in D branch in recent years.Through the results of satisfaction questionnaire and the comparison of wages and positions of resigned young employees before and after their resignation,this paper analyzes the main reasons for their resignation:dissatisfaction with salary and welfare;Limited career development of young employees;Excessive working pressure;The performance management system is not perfect;The recognition of corporate culture is not high in five aspects.Through theoretical analysis,this paper also gives the specific measures to deal with the resignation of young employees in D branch: improving the career planning and promotion mechanism of young employees,creating a good working atmosphere,adjusting the salary and welfare management mode,building a scientific performance management system,shaping a harmonious corporate culture,etc.This paper makes a systematic analysis and Research on the causes and Strategies of the turnover of young employees in D branch,which can help D branch provide theoretical support in future human resource management activities.On the other hand,this study can also provide some reference for the management methods of young employees in other banks.