Research On Employee Turnover In Guangzhou Branch Of Ccb In Network Transformation Period

With the development of China's economy and the continuous improvement of its comprehensive national strength,the development of the Chinese banking industry is good,but at the same time the competition between the industry becomes increasingly fierce,especially in talent competition.The bank business surges,the work pressure increases,the industry mutually poach,causes the banking turnover rate to be high,the staff is difficult to have the high loyalty to the enterprise.CCB Guangzhou Branch is no exception,the network transformation period,Guangzhou branch has made a good achievement is worth affirming,but in the bank staff turnover is relatively large,human resources management work was questioned.This article takes the staff of Guangzhou branch of CCB as the research object,uses the literature research method,the questionnaire survey method,the depth interview method and so on research.Firstly,this paper expounds the background,purpose and significance of the research,summarizes the theories about personnel mobility and talent motivation at home and abroad,and puts forward the general frame and method of the research.Then the concept of the turnover,turnover and turnover tendency is defined,and the theoretical basis of this paper is put forward.Then from the Construction Bank of Guangzhou branch of the basic situation,network transformation background,the status of the basic information of the staff turnover analysis,and through the in-depth interview of the employees,the employee satisfaction survey of the Construction Bank of Guangzhou branch of the issue of staff turnover.The main problems include: unreasonable allocation of staff positions,branch outlets can not know how to use;the existing salary system is unreasonable,the performance appraisal appears unfair and unjust;the employee's career is not paid attention,the staff dissatisfaction mood increases;employee family work relationship is not harmonious,because work and family life can not achieve balance.In order to solve these problems,this paper puts forward four suggestions: First,the rational allocation of staff positions,business leaders need to establish a correct talent concept,human resources department to optimize recruitment work,further improve the branch of the promotion system;second,to optimize the existing salary system,to understand the basic situation of global remuneration,through the combination of performance and pay close to pay,while the staff to develop a variety of incentives,but also to develop a reasonable pay adjustment system;third,pay attention to the career of employees,through enhancing understanding of staff,broaden the career path of staff,and strengthen professional vocational training,the entire staff career management tracking service;four,pay attention to the family life of employees,on the one hand,to increase the staff's sense of belonging to the enterprise,on the other hand to care about the family life,so that work and family to maintain a harmonious state.Through the above research,for the Construction Bank of Guangzhou branch of the specific action plan and practical recommendations,in order to ease the high turnover of branches to make a contribution to carry out,but also for the talent flow theory and talent motivation theory to provide practical support.