| Along with the integration of financial market all over the world, domestic financial market has been opening to the outside world at continuously increased extent and internationalizing more and more rapidly. Thanks to the sustained and fast development of national economy, specious opportunities emerge to facilitate speeded development of domestic commercial banks. This, however, also intensifies the competition among domestic commercial banks; and in particular, the competition for talented people is becoming increasingly intense. Facing historic opportunities for development and un-precedent competitions but failing to adopt effective countermeasures timely and reply to the competitions properly, some of domestic commercial banks have been facing severe problems related to brain drain.For example, Bank A, as a provincial-level branch institution of state-owned commercial banks, has been facing serious brain drain problem in recent years. And its sustainable development is severely hindered by increase of cost, rearrangement of resources, and flow away of clients associated with brain drain. To solve that problem, this article is to analyze the causes leading to collective employee turnover at Bank A and seek for short legs in relation to management system. It has been found that the main causes accounting for the brain drain at Bank A include social causes, employee-related causes, enterprise-related causes, and causes related to external competition. And it is imperative to carry out reform of management systems of human resources so as to establish favorable environments for attracting and retaining talented people. Pointing to those issues, some countermeasures and concrete measures have been suggested in relation to remuneration system and management of career. Also, a new remuneration plan has been designed so as to establish favorable ground for inhibiting brain drain, increasing quality of the team of talented people, and upgrading image of the enterprise. |
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