Research On Demission Of Middle-level Managers In H Branch Of HS Bank

As the economic globalization develops,the competition among banksis becoming increasingly fierce.Middle level managers,as key talents for managing the bank capital,become the core ofcompetition.The traditional human resource management model of banks is no longersuitable for the fast-changing society nor the desire of talents to pursuevalue.Middle-level managers,despite stable working environment,have shown increasing turnover rate year by year due to reasons like salaries and benefits,career development and work stress.Their demission leads to breaking management chain,which has a negative impact on both banks and individuals.Therefore,it has become an urgent task for banks to meet the needs of middle-level managers for career development,enhance their senses of belonging and loyalty,and curb the outflow of talents.This paper focuses on the middle-level managers who have left H Branch of HS Bank in the past three years,and surveys the reasons behind their demission byquestionnaire.The questionnaire is designed from eight aspects,namely,human resource management system,compensation system,work stress,career planning,leadership,corporate culture,market environment and personal factors.Through data collected from questionnaires and combined with relevant theoretical knowledge,this paper analyzes the reasons behind middle-level managers' departure,and explores the impact on the bank.It also looks intothe actual situation of the bank and its current human resource management,and such issues middle-level managers value most as compensation,career planning and promotion channels.Finally,this paper puts forward solutions to prevent the demission of middle-level managers,suggestions on establishing dynamic management system and remedial measures for the demission,so as to improve the quality of banks' human resource management and contribute to H Branch of HS Bank in reducing the turnover rate of middle level management,retaining key talents and establishing the human talent system.This paper is divided into six chapters.The first chapter is a brief introduction of the background and significance of the paper,as well as the status,contents and methods of the research at home and abroad.The second chapter is the theoretical basis,focusing on the concepts of managers,middle-level managers,turnover and turnover rate.It also discusses the factors affecting employee turnover from such aspects as the psychological contract theory,job matching theory,demand theory and two-factor theory.The third chapter describes current situation of middle-level management departures in H Branch of HS Bank,including basic introduction of H Branch,analysis of current departures,and the impact on the bank.Chapter 4 investigates and analyzes the reasons for departures of middle-level managers in H Branch of HS Bank,through questionnaire survey.This chapter introduces survey respondents and purpose,questionnaire design process,analysis of statistical data and reasons for turnover.Chapter 5 is solutions to the middle management departures in HS Bank H Branch,including precautionary measures,establishment of a dynamic management system for middle-level managers,and remedial measures for the turnover of middle-level managers.Chapter 6 is the conclusion,which summarizes the research of this paper,and sets forth the shortcomings in the research and future prospects.