Research On The Recessive Loss Of J Rural Commercial Bank Employees

In twenty-first Century, the financial industry is facing more intense competition.Capital, knowledge and high technology have become the key to take the initiative,especially the knowledge is the important resource for the financial institution to compete. Lack of high quality talent means the lack of knowledge. Excellent management, excellent service, outstanding performance, is difficult to make the enterprise sustainable survival. In this background, attracting talent, retaining talent and mining potential is the key to the development for enterprises. In financial institutions, the hidden dangers of the hidden brain drain is very large and very subtle,the table is now the staff can not actively work. If staff burnout, do not want to pay, not willing to contribute, it is bound to affect the normal business order of operation and service level of ascension, threatened the healthy development.J rural commercial bank, the original is a rural credit cooperative, is the rural commercial bank after restructuring. It provides services for small and medium enterprises, community residents and the "three rural". With the increasingly fierce competition, the management mode and system of the bank has changed greatly, which has been the phenomenon of the hidden loss of talents in the conflict of human structure and management system. Enhancing talent utility, promoting enterprise development, resolving the recessive brain drain caused by the crisis, which are the key to seek strategic breakthrough.Taking hidden talents loss in J rural commercial bank as the theme, this paper explore the status of recessive loss of the brain, characteristics, influence and their causes, and thereby countermeasures were put forward, from theory to practical, from quantitative analysis to qualitative analysis. Through the research, this paper draws the following conclusions:First, in the aspect of theoretical research, domestic research on recessive brain drain is limited, specific performance in: recessive loss of talent concept is stillcontroversial, relative to a single recessive brain drain analysis method, research in the field of relatively narrow. Accordingly, this paper combined with the results of theoretical research, the J rural commercial bank as an example of empirical research,enrich the theory of material.Second, study on J rural commercial bank. The results showed that J rural commercial bank human resource has the characteristics of high age, higher education;turnover intention is quite obvious, 35% of the staff have tendency to recessive loss;loss of diversification motives; did not cause the loss of dominant reason lies in the change of high cost and lack of competitiveness; employees want to work four's desire for more; more staff hope from the accumulation of social resources and the learning of higher education to develop their own; J rural commercial bank staff to select the most is to solve the problem of employment and the first set foot. In addition, a half of the employee in mild and moderate burnout, and personal development, give full scope to the talents and competitive compensation and benefits is caused by three factors of35% of the staff are not satisfied with this job.Third, survey of different groups of staff recessive turnover intention were statistically classified, results showed that lower J agricultural firms in high education,high professional skills, male, working age of front-line staff the recessive loss of highest risk. The staffs are the main competition; need to cause the attention of management.The fourth, This paper also cause of recessive loss were studied results showed that each group is insufficient, organizational goals and personal development effectively combined with questions, lack of staff and reasonable salary guide, part of the job work overload, management cadres to be promotion, part of the staff of the adaptability problem is caused by recessive loss of deep-seated reasons.Fifth, this paper the survey results and the reasons, from the people, performance,salary, training, leadership is proposed to establish a scientific, fair and open mechanism, perfect performance appraisal system, enterprises to adjust the salary andwelfare mechanism, optimization training work, do a good job of career planning,make human resources planning, improving the leadership, strengthen and guide the staff to the, to strengthen the human resource management of the relevant measures to solve the staff recessive loss caused by risk.