A Research On The Causes And Countermeasures Of Brain Drain About Core Employees From The State-owned Commercial Banks

The core employees of the state-owned commercial banks are the staff who have rich experience in management of the bank, be sensitive about the market and have solid professional skills and technical.They are the undertakers of the core competence and are the foundation of which enterprise existence and development should rely on.The turnover of the core employees accompanied with the remove of the commercial and technical secrets, increase the capital of replacement, infect the job performance as well as the loss of intangible assets.How to deal with the turnover of the core employees of state-owned commercial banks has become to be a urgent problems.This article is based on relevant theories and models of turnover, construct a model of state-owned commercial banks and combine with realistic to analyze the main factors which result form the turnover. Then put forward solutions and related countermeasures to the brain drain.The article present the realistic factors about turnover including personal factors, organizational factors and external factors.Personal factors include the concepts about employment and demands of their own.Organizational factors include the compensation failed to break the egalitarianism, the performance appraisal system is imperfect, career planning is single, training is not reasonable. The two factors constitute a temptations of the turnover and coupled with the external factors such as the competitiveness of the same industry.The core employees have to choose retention or separation, which eventually led to the occurrence of the turnover.But the external factors are beyond the control of state-owned commercial banks and personal factors can be improved by constructing psychological contract with the bank.So in order to reduce the turnover of core employees, we need to think about the organization's own inadequancies.So state-owned commercial banks should take incentive mechanisms such as establish competitive compensation system, apply 360-degree performance appraisal system, strengthen the training, help core employees do career planning and establish a enterprise culture which has state-owned commercial banks'characteristics.Except these state-owned commercial banks should establish protection mechanisms of the interests of their own.For example pay much attention to the departure of the core employees, do some surveys about employee satisfaction, contract constraints,employee reservation and knowledge mangagement.During these can keep a minimum rate in turnover. In addition separation interview is necessary, it is convinent to understand the reasons why they leaving and take measures to retain them.I believe this article will provide a special perspective to deal with the quit of the core employees in the state-owned commercial banks .