Research On Employee Turnover Of Central Sub-Branch Of People’s Bank Of China In N Province

With the deepening of the financial reform and the improvement of the financial system,financial market,financial supervision and regulation system,the People’s Bank of China,as the core of the financial system,has also undergone great changes in its position to perform its duties.As the nerve end of performing the functions of the central bank,the grass-roots people’s Bank assumes the important functions of deepening the reform of the financial market,promoting the steady and healthy development of the financial market,preventing and defusing financial risks,and ensuring the efficient and stable operation of the grass-roots financial facilities.In order to meet the requirements of efficient performance,the grassroots People’s Bank is committed to building a staff with strong comprehensive quality and excellent professional ability.However,in recent years,the brain drain of grassroots people’s banks,especially the outflow of young talents,has become increasingly serious,which has brought serious obstacles to the performance of the duties of grassroots people’s banks.This paper takes the central branch of the People’s Bank of China in N provinces as the research object,and conducts a systematic study on the staff turnover of the People’s Bank of the prefectural and municipal level in this area through literature research,questionnaire survey,interview and statistical analysis.Firstly,the research background significance,research status at home and abroad,as well as related concepts and theoretical models of employee turnover are systematically expounded.Then,on the basis of introducing the basic situation and organizational structure of the central branch of the People’s Bank of China in N provinces and regions,this paper conducts a survey on the employee turnover in the past five years.Combined with the survey results,it deeply analyzes the current situation,characteristics and impact of employee turnover from the perspectives of gender,age,education level,job level and dimission destination.Secondly,the paper conducts a survey on the influencing factors of employee turnover by issuing questionnaires to the former and current employees and conducting in-depth interviews,and further finds out the reasons for employee turnover from the three dimensions of internal organization,external environment and personal reasons,which are respectively shown as narrow and rigid job promotion channels,unscientific salary distribution system,and obstructed personnel communication channels.External market opportunities are gradually improving,regional development advantages are not significant,inconsistent with personal career development planning,family,marriage and other restrictions.Finally,from internal and external perspectives as well as individual perspectives,this paper proposes to expand the channels for promotion of diversified positions,construct a reasonable,effective and moderately loose salary system,unrestrict reasonable and diverse channels for talent exchange,optimize the assessment and incentive mechanism,accelerate the institutional reform,do a good job in career planning,and solve the problem of employee individuation.Create a positive and harmonious performance atmosphere of the central bank and other countermeasures,so as to alleviate and avoid the problem of staff turnover in the central branch of N provinces and regions,and provide reference for other units or industries to effectively solve the problem of staff turnover.