A Study On The Turnover Of New Generation Employee In Bank Of China H Branch

The continuous advancement and vigorous development of science and technology are promoting the rapid change of the transformation and development of the banking industry,which makes the traditional financial ecosystem tend to be reflected in the way of online + scene + platform,as well as new models and new business forms.Competition has also changed from the original simple competition among financial peers into a complex situation of cross industry competition in different fields,which forces the banking industry to carry out economic structure adjustment and reform.With the sharp reduction and continuous decline of banking profits,the operating pressure has begun to increase,and the competition in the financial market has become more and more intense.However,in this financial battlefield,the younger generation of employees have become a new force and an important part of the workforce.At present,the financial industry is generally facing the increasing proportion of young people.The values and personality characteristics of these young people are quite different from those of other employees.As a result,managers have to take measures to solve the thorny human resource management problems in the face of complex economic changes: How to better motivate the younger generation of employees,give play to their work enthusiasm,subjective initiative and enhance their combat effectiveness.How to improve their recognition and loyalty to the organization,and how to avoid the loss of young employees.Bank of China H branch is currently facing the problem of the loss of young talents at all levels.The resignation of these young employees not only greatly increases the cost of human resources,but also weakens the internal cohesion of the bank.In addition,it is easy to lead to the loss of professional technology,product information and customer resources,resulting in the risk of public opinion on the bank’s brand image.This is not only not conducive to the high-quality development and sustainable operation of H branch,but also may lead H branch to fall into a passive position in the financial market competition.In this subject,the "new generation" employees born in H branch from 1985 to 1999 were studied.Through several ways,including interviews with the lost new generation of employees and in-service bank executives,and the questionnaire on turnover intention involving the lost and in-service new generation of employees,the first-hand survey data were obtained.Relying on SPSS and STATA software,data information was processed.Starting with the most basic reliability and validity analysis,through the comprehensive analysis of a series of data,the influencing factors of the turnover of the new generation of employees in H branch were found to carry out combing and research,so as to provide targeted and effective countermeasures and suggestions to the branch,and bring benefits and help to the optimization of human resource management of H branch.At the same time,it is hoped to bring effective reference to other financial institutions.