The Problems&Measures Of Brain-Drain In X Branch Bank Of Postal Savings Bank

As the national economy sustained, rapid growth and financial system reformdeepening, the state-owned commercial banks won rapid development opportunities;after financial markets rising prosperity, the competition of domestic commercialBanks intensifies, which lead to the competition of talented intensified. The braindrain of the bank will cause great loss. As our country’s banks appear and maturerelatively late, the development of foundation and strength are relatively weak. inmanagement of talent, there are some institutional structure on brain drain. X branchof postal savings bank is emerging state-owned commercial bank’s branches, In thepast four years of the development process, postal savings bank also faces thechallenge of brain drain, Although the flow of talent is temporarily different withother state-owned commercial bank, but effects have the same far-reaching. And"advice from others may attack the jade". X branch should absorb predecessors’experience in talent management mode and avoid appearing any other problems asother state-owned bank have ever face when developing and maturing, In thispaper, we carry on system research about the current brain drain problem of X branch.First, we describe present situation of the brain drain about X branch, and thenaccording to the survey on bank employee satisfaction, we analyzes thecharacteristics and reasons of the brain drain. Survey results show that the mainpresent brain drain has the following characteristics: That is the main personnel lossdirection is primary branch which X branch belongs to, working time of the loss isshort and lots of the loss staff have bachelor major, etc. And the lack of effectivesalary incentive mechanism, perfect training system, good cultural atmosphere andthe lack of effective and foreseeable career planning to employees are the main reason for the loss of talents. Base on finding problem and putting forward problem,with the attitude of solving the problem, we put forward to reform about the staffincentive and constraint mechanism, perfect training and promotion mechanism, andstrengthen enterprise culture construction and so on. We intend to improve attentiondegree to the loss of talented people of X branch and finally solve the brain drainproblem.