Research On Brain Drain Problem And Countermeasures Of CCB Z Branch Based On Price-Mueller Model

With the deepening of knowledge economy,talent competition has become the core element of competition between enterprises.With the deepening of competition,human resources inevitably rise to the level of enterprise development strategy,and the field of commercial Banks is no exception.At present,the contradiction between the great demand for talents and the serious phenomenon of brain drain in China's commercial Banks is increasing day by day,which further becomes the bottleneck restricting the development of the banking industry.In order to reduce the brain drain of CCB Z branch and promote its rapid development,this paper is based on maslow's hierarchy of needs theory,herzberg's two-factor theory and Adams's equity theory,The Price-Mueller(2000)model is used to analyze and investigate the brain drain of CCB Z branch and study the brain drain analysis.Through investigation,it is found that the main problems of brain drain are unreasonable salary incentive mechanism,low work participation of talents,low work autonomy of talents and imperfect training system.Through investigation,it is found that the main problems of brain drain are unreasonable salary incentive mechanism,low work participation of talents,low work autonomy of talents and imperfect training system.Based on the above analysis,the paper puts forward the following Suggestions:first,it proposes to reform the salary system by reforming the total wage distribution method and the welfare security system.The reform of the method of-talent salary distribution is to increase the proportion of total salary for performance by linking salary with performance.The way to reform the welfare security system is to increase the proportion of enterprise annuity input and supplementary medical insurance reimbursement.Secondly,it is suggested to improve the work participation of talents by providing jobs suitable for the talent challenge of Banks,allowing them to select jobs matching their own abilities,and building a harmonious relationship with colleagues.For example,the bank should set up a database of excellent talents every year,and provide appropriate positions according to each person's specialty,so as to make them fit for their duties and maximize the benefits of talents.Besides,the bank can also organize collective activities on weekends or holidays to deepen the mutual understanding among talents and form a harmonious relationship with colleagues.Third,through the establishment of a comprehensive communication system,performance appraisal should be open and transparent,and team appraisal should be emphasized to improve the autonomy of talents.Build a communication system.For example,a talent communication mechanism can be established on the mobile client of CCB to understand their real thoughts.For example,PK competitions of different branches can be organized,and all indicators of the bank can be taken as assessment criteria.The winning branches can get bonuses,so as to improve the teamwork spirit of the team.Finally,it is suggested to develop the training incentive mechanism,innovate the learning mode,and improve the training environment to improve the vocational training system.Innovative learning modes,such as holding professional training camps for talents,forming learning teams,and solving practical problems of employees.