Study On Problems Of Recessive Loss Of Human Resources In Y City A Bank

As the core resource of the enterprise,if employees can not develop and innovate,and constantly improve their work ability and business level,it will cause fatal damage to the construction and long-term development of the enterprise,and it will make it difficult for enterprises to survive in the rapid development of reform and innovation.This kind of harm is very secretive and long-lasting and very malleable.It is like a cancer in a company,if it can not be interfered in time,it will gradually become larger and spread.It will be too late to make a diagnosis and treatment when it affects the survival of the enterprise.Therefore,this study takes Y City A Bank as the research object.Firstly,make an investigation of the basic situation of Y City A Bank,and then according to the stratify association rules to stratify its employees from basic information such as gender,age,education,marriage,service age,position,rank.After this,do the targeted interviews with these samples about the working conditions,management system,performance appraisal,training and learning,corporate culture,career development,incentive mechanism,employment mechanism,information feedback mechanism and so on.According to the interview results about the characteristics and causes of the recessive loss of human resources in this bank,to propose some strategies to deal with the recessive loss of human resources in Y City A Bankfrom Maslow's hierarchy of needs theory,Herzberg's two-factor theory,Furlong's expectation theory,and Porter-Roller's motivation theory.Through interviews and investigations,this certainty study found that Y City A Bank does have recessive loss of human resources.The main characteristics of the recessive loss showthat the rate of recessive loss ofhuman resources in counter employees,the female employees,ordinary employees,low-educated employees and those who have worked for long years are higher than other employees in this bank.After analysis,the reasons for the recessive loss of employees of Y City A Bank mainly include individual factors,organizational factors and social factors.The individual factors are mainly the low enthusiasm of the employees and the poor adaptability of the employees.Employees of different positions who are not highly motivated are caused by different individual reasons.In addition,the bank is in a period of transformation and development in the past year.Many employees,especially the old employees who are accustomed to the traditional operation mode,have no activeadaptation to the changes in the business transformation period.They are too passive in work,resulting in a certain amount of job burnout,the overall efficiency is not high.The organizational factors are mainly the lack of effective combination of organizational goals and personal development,the lack of incentives for the compensation and welfare system,the overworked work of some posts,and the in-depth understanding of the grassroots public opinion by the management.Specifically,Y City A Bank attaches more importance to the development goals of the company than to the personal development and needs of employees.It does not fully realize the mutual integration of employees' personal development and corporate strategic development.There are still many shortcomings in the cultivation of personal abilities.In addition,the incentive effect of the salary system is not obvious.Although the reform and development is pursued,the salary system is still in the state of 20 years ago.It is incompatible with reform and innovation.Furthermore,the transformation of the business has caused overloaded work in some positions.The workload is not proportional,the busyness of the same salary level is incommensurable,and the contradiction between employees is becoming more and more prominent.However,the management of Y city A Bank is insufficiently aware of the ideological dynamics of grassroots front-line employees.There is still no small deviation between the formulation of the system and the expectation of employees,and the recessive rate of employees turnover is not decreasing.Social factors are mainly related to the economic situation and social development.On the one hand,the economic situation has changed negatively in recent years.The fiscal and monetary policies have been constantly changing,and financial supervision has continued to strengthen.The transformation and development of the bank is facing unprecedented pressure and is transmitted to employees.The anxiety of employees is contagious,resulting in low morale.On the other hand,with the continuous development of information technology,the fast-food lifestyles and fragmentation oftime also impacts employees' absolute loyalty to the company.Based on the analysis of the characteristics and factors of the recessive loss of employees in Y City A Bank,this study proposes 8 countermeasures for this problem,namely: improving the performance appraisal system,constructing a good employment mechanism,establishing a complete training system,making good use of spiritual remuneration incentives,strengthen employee education guidance,do a good job planning,strengthen corporate culture,and establish an evaluation feedback mechanism.This study only investigates the recessive loss of human resources at the current stage of Y City A Bank.See through the appearance to perceive the essence,until the corresponding countermeasures are explored,it is hoped that Y City A Bank will further study the proposed countermeasures and the effective countermeasures are truly applied to the management operations of the whole bank,then the current situation of the recessive loss of human resources of Y City A Bank is gradually improved.In addition,I hope that this study will provide some reference for the study of the recessive loss of human resources in the financial industry.I hope other researchers can use more research methods to further enrich the recessive loss of human resources.A library of research on churn problems.