Research On The Brain Drain Problem And Countermeasures Of Agricultural Bank Of China BX Sub-branch

With the rapid development of internet finance and the deep reform of the banking industry in the new economic norm,competition among banks is becoming increasingly fierce.The demand for talent in the domestic financial industry is becoming increasingly prominent,and competition among banks has shifted from capital to talent,making talent the key force for bank development.In the competitions among banks,many banks have gradually exposed serious problems of talent loss.How to effectively strengthen human resources management and prevent talent loss is a new issue facing many commercial banks.As a county-level commercial bank,the management style of Agricultural Bank of China(ABC)BX Sub-branch is relatively outdated.Faced with a complex and challenging market environment,the problem of talent loss is becoming increasingly serious,which has brought many negative impacts to ABC BX Sub-branch and seriously affected its sustainable development.In recent years,talent loss has also reflected the problems and shortcomings of ABC BX Sub-branch in human resources management.ABC BX Sub-branch needs to clarify the reasons for talent loss and take preventive measures actively to effectively curb talent loss and promote high-quality development of the bank.This paper analyzes the problem of talent loss in ABC BX Sub-branch using literature research,interview,questionnaire survey,statistical analysis and other methods.Fristly,based on the summary of relevant domestic and foreign research and theories,the paper analyzes the current situation of talent loss in the bank from the aspects of gender,age,education level,work experience,and position,using the data of resigned employees in the past five years and the description of the human resources department.It is found that talent loss has caused adverse effects on the bank’s operation efficiency,weakened the construction of talent team,caused resource outflow,and damaged the bank’s image.Secondly,by interviewing some resigned employees to understand the reasons for their resignation,the Price-Mueller(2000)model is designed for questionnaire survey,and both resigned and employed employees are surveyed to investigate the reasons for resignation and the job satisfaction of employees.By analyzing the survey results and combining relevant theoretical knowledge,the paper identifies five main reasons for talent loss in ABC BX Sub-branch,including inadequate salary and benefits,narrow promotion channels,general work pressure,restricted work autonomy,and attractive external opportunities.At last,in view of the causes of brain drain found out in the investigation,appling theories such as Maslow’s Hierarchy of Needs Theory,Adams’ s Equity Theory,and Expectancy Theory,this paper puts forward relevant countermeasures to prevent brain drain of ABC BX Sub-branch,including optimizing salary system,broadening promotion channels,paying attention to stress management,improving work autonomy,improving comprehensive competitiveness,etc.Through in-depth research on the problem of talent loss in ABC BX Sub-branch,the paper objectively analyzes the current situation and impact of talent loss,explores the reasons for talent loss,and proposes targeted measures to prevent talent loss,which is helpful in stabilizing the talent team,improving human resources management efficiency,and ensuring the healthy and sustainable development of ABC BX Sub-branch.At the same time,it provides a reference for other commercial banks similar to ABC BX Sub-branch to optimize human resources management and strengthen talent team construction,and has certain reference significance for related research.