XY Bank XA Branch Employee Turnover Cost Study

At present, the competition among commercial banks in China, which displays in the very great degree for competition of human resources, is becoming more and more intense. Employee turnover leads to a significant increase in the cost of explicit and implicit costs. Due to the complexity, diversity and fuzziness of cost accounting, there are some difficulties in the control of the cost of staff turnover. Therefore, it is of great theoretical and practical significance to carry out the research on the cost of the loss of staff in commercial banks, and to find feasible measures to control the cost of staff turnover.This paper chooses the XY bank XA branch, one leading region joint-stock bank, as the research object, and summarizes three reasons of employee turnover:external reasona, internal reasons and personal reasons. By employing employee turnover cost model, this paper uses qualitative analysis method to define staff turnover cost and quantitative analysis method to measure the staff turover cost, which means detailed calculation of different positions (middle management positions, front-line director, marketing management) and different selection models (internal and external recruitment selection) the staff turnover cost. This paper draws the following conclusions:for the same position, turover cost of external recruitment staff is significantly higher than that of internal selection; for both internal and external seletion,staff turnover cost of middle management posiotions is the highest, front-line director turnover cost is lowest, and maketing post tuurover cost centers. Staff turnover cost is an indispensable factor of human resource management, control staff turnover cost should start from every aspect of human resource management. Finally, this paper puts forward specific measures for XY bank XA branch to control the loss of staff turnover:establishing conprehensive HR system and early warning management of staff turover.