Research On Employee Turnover Of Minsheng Bank Based On Socialization

In modern society,with the development of economy and society,human resources competition has become the core of competition.The master of outstanding staff and core talents of enterprises,will be able to occupy the main position in the fierce competition in the market.The serious lack of excellent employees will become an obstacle to the development of enterprises.After decades of development,China's banking industry has become an indispensable part of China's financial resources,After decades of development,China's banking industry has become an indispensable part of China's financial resources,With the development of the financial industry,how to use the advanced scientific management means to manage and use the talent,has become an important issue faced by the banks,but also the key factors of development.The loss of bank staff will cause huge loss of recruitment costs,a significant decline in efficiency,the gradual decline in bank income and the loss of intangible assets.The main reasons of the domestic bank staff turnover include the macro factors of the social environment,the social adaptation factors,including the staff's own factors.The social environment mainly includes the influence of the macro environment of the financial market,the influence of the national policy and the competition of the talents in the industry.The main factors to adapt to the society include the recruitment system is not perfect,the personnel management mechanism is not perfect,the salary system is not reasonable and the lack of corporate culture.The employee's own factors mainly include the personal character of the employee,the employee's career development plan and other factors such as personal income and family.The phenomenon of the loss of bank employees,including the improvement of the recruitment system,training staff loyalty,open recruitment,assessment methods to science;Strengthen the staff's career planning and management,according to the needs of the post,clear responsibilities,the establishment of talent pool,improve the training mechanism,do a good job career planning;Build a scientific salary system and evaluation mechanism,establish a scientific salary adjustment mechanism,strengthen the scientific salary incentive,improve the performance appraisal mechanism;To create a good corporate culture,adhere to the principle of people-oriented,to achieve the optimal allocation of talent,create a good corporate culture,attention to the development of employees.