Research On The Turnover Of Post-90s Employees Of Bank H Nanchang Branch

In the context of economic globalization,the degree of openness in China is deepening,and Internet finance companies are innovating in the wave of openness,which brings payment advantages and process advantages and impacts traditional banking business.At the same time,the rapid expansion of joint-stock commercial banks and urban commercial banks has led to fierce profit-seeking among banks.Under such circumstances,the competition for talents is becoming more and more obvious.At present,the number of post-90 s employees in China’s banks is increasing,but the lack of loyalty of these employees has caused a large number of employee turnover.Therefore,the management of all kinds of banks has paid enough attention to it and formulated management measures to retain the post-90 s employees.The high turnover rate of post-90 s employees in Nanchang Branch of H Bank in recent five years will not only enlarge the negative impact of Nanchang Branch of H Bank,but also easily form a herd effect,which will suppress the work enthusiasm of employees in the bank and reduce the team cohesion.In order to avoid the vicious circle,this paper takes the post-90 employees of H Bank Nanchang Branch as the research object to provide ideas and methods for retaining post-90 s employees in urban commercial banks.Through investigation and study,this paper obtains the human resources status,personality characteristics and current situation of loss of Nanchang Branch of H Bank after 1990.Through interviews,the difficulties and psychological demands faced by post-90 s employees are preliminarily summarized,and then a questionnaire survey is conducted.Starting from the five dimensions of gender,age,post,education and length of service,with the help of SPSSAU and EXCEL data processing software,three major factors,namely social factors,organizational factors and individual factors,are extracted for the increase of post-90 s employee turnover rate in Nanchang Branch of H Bank.Finally,the countermeasures are put forward: to create characteristic products and form competitive advantages to deal with the problem of employee turnover caused by social factors;From the aspects of establishing salary system,enriching rotation system,perfecting promotion system,managing overtime system and changing management communication mode,we should deal with the problem of employee turnover caused by organizational factors.We should strengthen psychological counseling for employees and establish child care institutions to deal with the problem of employee turnover caused by individual factors.The purpose of this study aims to help Nanchang Branch of H Bank analyze the post-90 s employee turnover and put forward countermeasures and suggestions,and also provide reference for other city commercial banks to deal with the post-90 s employee turnover.