Research On Career Stability Of Young Employees In Shangrao Bank A Branch

At present,with the continuous opening of China’s financial market,city commercial banks have sprung up and become an indispensable part of China’s financial system.The emergence of city commercial banks provides inclusive finance business for urban residents and capital turnover convenience for small and medium-sized enterprises.It can effectively resolve regional financial risks,gradually improve the system structure of modern commercial banks,improve the efficiency of capital allocation in financial markets,and play a significant role in promoting the development of regional economy and the process of banking reform in China.With the increase of the number of city commercial banks,the inter-bank competition is intensifying day by day,which leads to the increasing work pressure of employees,frequent turnover of employees and the increasing turnover rate of employees year by year.However,due to the short establishment time of city commercial banks,the overall age of employees tends to be younger,so the problem of young employees’ professional stability is more prominent,and it is urgent for banks to put forward effective solutions.Based on this,this study takes Maslow’s hierarchy of needs theory and two-factor theory as the theoretical basis,taking Shangrao Bank A Branch as the text investigation object,and combining interview survey method and questionnaire survey method,analyzes and sorts out the main reasons for the lack of job stability of young employees of the bank.It is found that the reasons that affect the job stability of young employees are:(1)External environmental reasons: the country has set up diversified job market,employees have the right to choose their jobs independently,and the employment prospects of the banking industry are no longer optimistic;(2)Internal reasons of banks: lack of recruitment advantages,lack of corporate culture,single performance appraisal standard and narrow promotion channels;(3)Employees’ own reasons: personal character and family environment.Therefore,this study puts forward countermeasures and suggestions to improve the career stability of young employees of city commercial banks from the two dimensions of health care factors and incentive factors,and takes multiple measures to continuously stabilize the young employees of city commercial banks.(1)Based on health care factors: establish a sound training system and build a sound corporate culture;(2)Based on incentive factors: create multi-form incentive mechanism to meet the needs of personalized posts,establish standardized performance appraisal and provide diversified promotion channels.In addition,in the future development process,city commercial banks should form the concept of people-oriented employee management and training,give play to the long-term talent management and training mechanism,and constantly explore new strategies for employee career stability,so as to provide a healthy road for sustainable development for city commercial banks.