Study Of The Causes And Countermeasures Of Employees Turnover In The W Branch Of China Construction Bank

Since the reform and opening up,China’s national economy has continued to develop rapidly.Along with the rapid economic growth,China’s banking industry has also grown continuously.The five state-owned banks occupy an important position in China’s banking system,and are an important source of funds for enterprises and other market economies.The current situation is under the influence of uncertain factors such as the new crown epidemic and the volatile international situation,and global finance is shrouded in gloom.Social and economic recovery will take quite a long time,in this context,the pressure on state-owned banks has increased sharply,the competition in the industry is fierce,salary levels have dropped instead of increased,the bank’s profit margin has shrunk,many crises are pressing,the original traditional advantages of the banking industry is gradually shrinking,especially as human resources of the bank staff turnover is becoming more and more common,the phenomenon of job-hopping is serious,directly affecting the long-term development of the banking industry.Therefore,how to retain employees and maintain the systematic,persistent and regenerative nature of human resources,so as to ensure that banks remain invincible in the fierce market competition,is an urgent problem for major banks to solve.The structure of this thesis is as follows:firstly,the research background and significance of the selected topic are introduced,then the current situation of domestic and foreign research is reviewed,and finally the research ideas,methods and contents of this paper are introduced.In the second chapter of the paper,the relevant theories of human resource management are sorted out,and three corresponding theoretical bases are found according to the characteristics of staff turnover in W branch of Construction Bank,namely,the principle of matching ability and job,the theory of career development and the theory of motivation,and the points corresponding to the theory of bank staff turnover are analyzed in depth to provide a solid theoretical basis for the subsequent research.According to the relevant theories,the staff turnover situation of W branch of Construction Bank was analyzed.Firstly,a brief introduction of W branch was given,including the bank’s profile,staff structure,salary and benefits,and rules and regulations.Subsequently,the turnover was analyzed,such as the total number,age structure,position structure and education level.Finally,the characteristics of employee turnover were identified and the impact on branch W was analyzed.Questionnaires and interviews were used to analyze employee satisfaction and reasons for leaving.The reasons for employee turnover were found,such as dissatisfaction with salary and benefits,restricted career development,and unsound performance management.Based on the reasons found from the analysis,corresponding measures are developed to ensure employee retention,such as improving employee salaries and benefits,improving employee career planning,and establishing a scientific performance management system.In recent years.W branch of Construction Bank has been facing serious staff turnover problems,and the main group of turnover is highly educated intellectuals,who are the mainstay of W branch and are indispensable for the development of the bank.The turnover of these employees has caused more serious consequences,such as turnover of customers,stagnant business,longer working hours due to staff shortage,heavy workload of other employees,depressing work atmosphere,and a significant increase in human resources costs,etc.The development of W Branch is threatened as never before.Employees are the fundamental force for the development of the bank.Only the stability and quality of employees can bring profits to the bank and keep the bank flourishing.Therefore,it is important for Branch W to pay attention to the problem of employee turnover,strengthen the training of employees,maintain a stable human resource system,and create a working environment to keep people in mind,so as to enhance the core competitiveness.