Study On The Strategy Of Talent Loss In D State-owned Commercial Bank In A City

With the reform,transformation and rapid development of the domestic financial industry,the status of state-owned commercial banks has been constantly impacted by the rapid rise of joint-stock commercial banks,foreign banks and Internet finance,and the talent competition among major banks has become increasingly fierce.At the same time,state-owned commercial banks are also facing shocks outside the banking industry.The talent loss is becoming more and more serious,which needs to be solved urgently.According to the survey,the average annual talent loss rate of A City D Bank in 2016-2018 is higher than that of other three major state-owned commercial banks,and the talent loss problem is more prominent.This paper combs the relevant literature of talent loss of state-owned banks in recent years,and studies the representative theories and analysis models of talent loss at home and abroad.Through questionnaires and interviews,the current situation and influencing factors of talent loss in D Bank are analyzed.It is found that at present,the talent loss of D Bank is concentrated in the basic staff such as tellers,lobby managers and customer managers,while the talent loss is no longer confined to the financial industry,but tends to diversify;In addition,the reasons for talent loss in D Bank are summarized from five aspects: work pressure,reward and punishment system,career promotion and development,enterprise cohesion and employee self-realization.In view of the reasons mentioned above,this paper formulates corresponding countermeasures,the main measures are as follows: Strengthen the construction of post rotation system,promote the intelligent transformation of network,optimize the counter business process to improve the working environment of employees,reduce the pressure and monotony of employees;Eliminate employee dissatisfaction through fair and reasonable income distribution,differentiated welfare system and sound performance appraisal system;Improve the promotion mechanism of employees and pay attention to their career planning,motivate employees,mobilize their enthusiasm to meet their needs of self-development;Establish a people-oriented corporate culture,create a cultural atmosphere for actors,attach importance to exit interviews,improve the cohesion of enterprises,and stabilize the talent team.In order to help Bank D retain talent and maintain its core competitiveness in the industry,It also provides some reference or theoretical guidance for the research on preventing and coping with the talent loss of state-owned commercial banks.