Analysis And Countermeasures On Employee Resignation Of China Construction Bank Branch A

China’s economic development has entered a new stage,with increasing downward pressure on the economy and declining profitability of banks.In order to maintain profitability and expand capital strength,banks continue to break down pressure and assign tasks to grassroots branches and employees,requiring employees to increase their working hours.At the same time,the income of bank employees has decreased,which has led to an increasing number of bank employees choosing to leave.The report of the 20 th National Congress of the Communist Party of China pointed out that the employment priority strategy should be implemented.Employment is the most basic livelihood.As a large state-owned enterprise,banks should take on more employment responsibilities.At the meanwhile,talent is also an important guarantee for the prosperity of enterprises.How to establish an enterprising and cohesive workforce is the key to enterprise development.This thesis takes China Construction Bank Branch A as the object of behavioral analysis,and combines the author’s work experience in Branch A to conduct an in-depth analysis of the basic situation,reasons for resignation,and direction of resignation of employees who have resigned.Explore what led to employee turnover? What are the problems with the existing system of Branch A? How can we reduce employee turnover? Based on this idea,this thesis collects the resignation data of employees of China Construction Bank Branch A over the past five years,including the number of employees,age,length of service,education,administrative level,position,and whereabouts.Based on the above data,it analyzes the unreasonable aspects of A Branch in terms of work income,distribution mechanism,work pressure,and career development prospects.This includes fewer leadership positions,more hidden barriers,greater difficulty in promotion,large wage differences,uneven work intensity,unfair resource allocation,and inconsistent work requirements.Then it leads to strategies to address the issue of resignation,including adjusting the salary management model,creating a good working environment,and broadening the career development path of employees.The conclusion drawn from the study is that the problem of employee turnover in Branch A is essentially a problem of teller turnover.Once an employee passes through the teller stage,the turnover rate will greatly decrease;Low income is not the main reason for employees to leave.The main reasons for tellers to leave are high work pressure and poor career prospects.The above conclusions fully illustrate the importance of setting up positions based on the professional characteristics of employees and the mandatory rotation system.At the same time,this thesis puts forward constructive suggestions that the focus of salary management is to reduce the income gap between employees,limit casual overtime at the grassroots level from the top-level design,strengthen the construction of the OA system,and improve internal operating efficiency.It is hoped that this thesis can provide some reference and inspiration for banks with employee turnover issues.