Research On Issue About Outflow In The Personal Financial Operations Department Of ICBC FAW Sub-branch

State-owned commercial banks are an important part of China's financial system and can affect China's economic development to a large extent.China's commercial banks have always implemented the "customer-centric,market-oriented" business development philosophy,to understand and explore customer needs,to provide customers with personalized value-added services,to meet customer needs,improve inter-bank market competitiveness,and create quality services.The development of a company and the competition among its peers have changed from the competition of innate natural conditions and the hard power of capital to the competition of soft power led by science and technology and knowledge innovation,and as advanced technology and knowledge innovation.The direct owner-talent,has naturally become the top priority of today's corporate competition.In an increasingly competitive environment,how companies can maintain talents,respect talents,and use their talents has become an important issue.However,with the rapid development of financial markets and the rise of emerging industries represented by Internet finance,the competition among commercial banks has become increasingly fierce.The competition between banks has developed into competition for talent.Therefore,how to retain talents and introduce talents through human resource management is of great significance to the future development of state-owned commercial banks.This paper starts with the current situation of human resources in the personal finance business department of FAW Branch of ICBC,and discusses the problems and difficulties faced by the personal finance business department of the branch from the three dimensions of employee position structure,employee age structure and employee education structure.The data related to the personal financial business operations department of ICBC FAW Branch as a sample.Through analysing and researching,it is founded that there are many problems in personnel management,job placement,and personnel training.These problems in the personal financial business operations department of ICBC FAW Branch not only reflect its personality characteristics,but also reflect the prevailing problems of current state-owned commercial banks.These problems have led to the decline of bank work efficiency,insufficient employee loyalty,and human resource management.The increase in costs has hindered the rapid development of state-owned banks.Therefore,in view of the actual situation of the personal financial business operations department of ICBC FAW Branch,this paper puts forward some targeted countermeasures and suggestions on human resources management.By optimizing employee position setting,clarifying job responsibilities,improving work efficiency,enabling employees to achieve self-worth and enhancing corporate sense of honor;adopting a scientific and effective performance management system,implementing employee classification assessment based on factors such as employee job type,job responsibilities and job characteristics Adopt different assessment methods and assessment points to improve the pertinence and effectiveness of performance appraisal;improve the salary incentive mechanism,quickly adopt the market-based remuneration system and motivate employees,and establish a salary distribution that is compatible with the development of the bank.Mechanism,through performance,assessment results as a voucher as a talk,how much effort can be achieved to achieve great achievements,the principle of fairness to improve the level of compensatory competitiveness of the salary level;rational planning of career development channels for employees,the establishment of a sound and improved channel for all types of talent promotion Through the multi-channel selection and use of talents,promote management,professional skills and operational skills in three aspects to train talent teams.This paper has formulated the above four countermeasures for the problem of brain drain in the personal financial business operations department of ICBC FAW Branch.At the same time,it has formulated the implementation guarantee measures of the strategy,changed the traditional management concept and management mode,empowered employees,and stimulated the potential and passion of employees.Employees feel that they are important in their jobs,find a sense of belonging,improve their loyalty to the company,continuously create performance,express innovative ideas,and make outstanding contributions to the healthy and rapid development of the company.