Study On Staff Turnover And Countermeasures In S Branch Of M Japanese Bank

In recent years,the global macro-economy has shown a downward trend.After decades of rapid development,the growth rate of foreign banks entering the Chinese market has slowed down.Homogeneous competition in the domestic banking industry has become increasingly fierce.The Internet financial industry has also launched an impact on the banking industry.The operating pressure of foreign banks has become greater.At the same time,the halo effect of the work of foreign banks in the minds of job seekers has gradually weakened,and the attractiveness of the salary and welfare level to job seekers has also decreased significantly,followed by the accelerated loss of foreign bank employees.In the final analysis,the competition of enterprises is still the competition of talents.If foreign banks want to occupy a place in the Chinese financial market,they must actively adapt to the socialist market environment with Chinese characteristics,accelerate the localization process,and attach great importance to the stability of financial talents.Therefore,how to attract talents,how to make good use of talents and retain high-quality financial talents is particularly important for the operation and development of foreign banks in China.This paper uses the data of staff turnover of S Branch of M Japanese bank from2017 to 2021 to analyze the situation their turnover and finds that the problem of staff turnover of this branch is relatively serious in the recent years.Through the investigation,interviews and interviews with the employees who left the branch and the managers,it was analyzed that the core problem that led to the resignation of the employees of the branch was the low degree of localization of the bank’s human resources management model and the slow process,which specifically reflected the low degree of localization of senior managers,the lack of competitiveness of the compensation and benefit system,the lack of staff training and promotion planning,and the insufficient integration of Chinese and Japanese corporate culture.Finally,according to the main causes of staff turnover of the bank,four countermeasures are put forward,one is to accelerate the process of talent localization,the second is to optimize the salary and welfare system,the third is to strengthen staff training and career management,and the fourth is to build a corporate culture that integrates China and Japan.In addition to the above measures,this paper also puts forward three safeguard measures,one is to optimize management ideas,the second is to strengthen policy formulation,and the third is to implement daily management.It is hoped that this research can help the branch retain high-quality employees,reduce the turnover rate,maintain the stability of outstanding financial talents,and help the branch to seek better development.