Phenomenon,Causes And Countermeasures Of Brain In City Commercial Banks' Branch

With the further development of the banking industry,city commercial banks have great opportunities for development,began to seek a business in different cities.At the same time,it is also confronted with the fierce competition pressure of foreign banks,state-owned commercial banks,joint-stock commercial banks,especially around the talent resources.Talent is the core intellectual capital of the city commercial banks firm,it is necessary to retain talent and solve the problem of the outflow of talent for the city commercial banks,especially in the progress of development.This paper will treat the outflow of talent as a process of the turnover behavior which is from talent turnover intention.According to the incentive theory,management theory and Price-Muller(2000)model,this paper take the TL bank Suzhou branch as an example to tease out the factors that influence employee turnover intention,with Price-Muller(2000)model and interviews.The causes of brain drain of TL bank Suzhou branch mainly focus on work discretion,job search behavior,salary,positive /negative emotion,fair distribution,organizational commitment,development opportunities,job satisfaction and so on.The brain drain bring capital losses and losses of the creative intelligence assets to the city commercial bank.The banks have to find alternative talent which means a great cost to banks.Therefore,this paper based on the Price-Muller(2000)model of four variables: the setting environment variables,individual variables,defines the structure variables and mediating variables,influencing factors as the variables of the brain drain,making analysis model,the brain drain causes differentiation.Based on this,this paper puts forward some soluntion,including optimize defines the structure variables,control mediating variables,guide individual variables and pay attention to environment variables.To building and optimizing the system which is different from the headquarter,reflect the management of cultural differences,stimulate the working positivity of the employee.To improve the eaternal competitiveness of the salary,optimize the eauity incentive,stimulate the per capita productivity of employees,improve the management of salary.Do a good job indicators decomposition,performance appraisal and other aspects of fariness management.The use of scientific and technological means to develop new products to help employees transfer their pressure.By blocking employees new work chance,enhance the commitment of employees,improve the satisfaction,to achieve control of the intermediry variables.With mismatch staff general training and stimulate staff positive emtions and other measures to guide employees individual variables.Attention to external human resources marker information monitoring and tracking,and take the initiative to carry out staff risk prevention.