On The Brain Drain Of Commercial Banks

With the rapid development of market economy and the deepening of reform and opening up,China's joint-stock Banks and foreign Banks are also expanding their market share.As joint-stock Banks and foreign-funded Banks are more humanized and flexible in terms of organizational structure and welfare treatment,the market position of state-owned commercial Banks has been greatly impacted and the competition between Banks has become more intense.In this situation of fierce competition,the competition for human resources is particularly important.In recent years,with the rise of Internet finance,the banking industry has been more seriously impacted,and the brain drain in the banking industry is obvious,especially the brain drain in state-owned commercial Banks is increasing rapidly,and the trend of the brain drain is getting stronger and stronger.Therefore,it is extremely urgent for state-owned commercial Banks to deal with the brain drain,so it is necessary to speed up the formulation of countermeasures to further improve their human resource management,so as to alleviate the brain drain.Taking A state-owned commercial bank as an example,this paper analyzes the current situation of its talent team construction and brain drain,finds out the reasons for its brain drain,and puts forward targeted countermeasures.The structure of this paper is as follows:The first chapter analyzes the current situation of theoretical research on talent management at home and abroad.Many domestic literatures show that the main causes of brain drain are employees'dissatisfaction with the current salary system and lack of incentive mechanism.In contrast,foreign researches mainly focus on the internal management of enterprises and seldom consider the external policies,environment and personal development.The second chapter introduces the definition of brain drain,points out the causes and consequences of brain drain,and sorts out the main theories of brain drain in foreign countries.These theories include Lewin's field theory,Lewin's organizational life theory,March and Simon's brain drain theory,and Mowbray's intermediary model.The third chapter of A state-owned commercial bank overall analysis the situation of the talent team construction,through the investigation of A state-owned commercial bank employee education,gender,and so on and so forth,and A brain drain in state-owned commercial Banks,compared the brain drain A state-owned commercial bank data and the loss of talent,and points out that A state-owned commercial bank the brain drain to the negative impact of bank management.The fourth chapter analyzes the reasons for the brain drain of A state-owned commercial bank from three aspects,namely personal factors,organizational factors and external factors,based on the data results of the investigation on the former employees of A state-owned commercial Bank.The fifth chapter puts forward corresponding strategies to cope with the brain drain of A state-owned commercial bank.This paper mainly focuses on the current situation of the intensified brain drain in A state-owned commercial bank,applies A variety of theories,analyzes the brain drain in A state-owned commercial bank from multiple perspectives,and puts forward countermeasures.