Research On The Key Factors And Countermeasures Of Staff Turnover In L Branch Of Bank Of China

China gradually opened up the financial market,and the financial economic system showed a rapid development trend.The traditional banking industry was faced with extremely fierce market competition,and the profitability of banks decreased significantly.L Branch of Bank of China,a state-owned commercial bank,cannot quickly respond to market changes because its institutional mechanisms are not flexible enough and the human resource management system is too outdated and rigid.The human resource management system of L Branch of Bank of China is too outdated and rigid,which cannot quickly respond to market changes.The problem of staff turnover is getting worse,resulting in talent shortage,which seriously affects the normal operation and competitiveness of the bank.Therefore,this paper takes the grass-roots staff of L Branch of Bank of China as the research object,carries out targeted research on their turnover problem,analyzes the current situation and causes of the grass-roots staff turnover of L Branch of Bank of China,and puts forward reasonable suggestions,in order to reduce the adverse impact on L Branch of Bank of China,improve the sense of belonging and centripetal force of the staff,build the staff foundation of the bank and enrich the staff level.Stable talent team.First of all,the interview outline is designed based on existing research literature.Among all the former employees of L Branch of Bank of China,some highly representative former employees are selected for interview.On this basis,the key factors affecting employee dimission are extracted.Secondly,a questionnaire survey was conducted for on-the-job grass-roots employees.Key variables of the questionnaire survey were determined mainly based on the interviews of former employees.The Price-Mueller model was used for reference,and the specific situation of L Branch of Bank of China was fully considered for expansion,so as to obtain the contents of the questionnaire in this study.It mainly includes three different dimensions,namely individual employees,internal banks and external society.Data information is collected through Likert scale,and then SPSS software is used to analyze and process the data collected by questionnaire.By analyzing the recognition degree of in-service staff,the significance and importance of dimission influencing factors are quantified,and the risk of continuing employee turnover is predicted by the strength of dimission intention,which reflects the deficiency of L branch in human resource management of Bank of China.With the help of data results,the paper analyzes the causes of employee turnover corresponding to dimission impact factors from three aspects.Finally,combined with the development situation of Bank of China L Branch,this paper proposes strategies and safeguard measures to deal with staff turnover from the external aspects of society,the bank itself and the employees,in order to help Bank of China L Branch to enhance the stability of talent team through various ways and reduce the grass-roots staff turnover rate,so as to achieve better and faster development of Bank of China L Branch.It also hopes to provide useful reference for other similar commercial bank management staff.