A Study On The Early Warning Mechanism Of New Generation Employees’ Resignation In Jiujiang Branch Of J Bank

The process of bank creating value embodies the optimal combination of money and human capital.Compared with monetary capital,human capital is obviously better in initiative,activity,enthusiasm and other aspects.With the new generation of employees gradually moving to the workplace and becoming the backbone of all walks of life,the competition for the new generation of employees becomes more and more important.With the deepening of economic globalization and the continuous upgrading of information and network technology,the independence and independence of employees are becoming stronger and stronger.Bank J,as a provincial-level city commercial bank,has been expanding in recent years.In recent years,its Jiujiang Branch has many employees leaving,especially in 2017,52 employees left successively,more than 90% of them are new generation employees,which has brought great trouble to the business development of Jiujiang Branch,and even some business outlets can not meet the basic operation.How to combine the characteristics of the new generation of employees,effectively reduce the turnover rate and improve the retention rate of excellent employees has become the core work of human resource management in large commercial banks.By using the method of questionnaire and case study,this paper analyzes the current situation of new generation employees’ resignation in Jiujiang Branch of bank J.it is found that most of the resigned employees are new generation employees with short working years,the resignation of front-line counter operators is normalized,the turnover rate of new generation employees in labor dispatch is high,and some outlets have the phenomenon of collective resignation.Through interviews and questionnaires,the first-hand information is obtained,and the reasons for the resignation of the new generation of employees are deeply investigated.The reasons for the resignation are mainly divided into external factors,internal factors of the bank and individual factors of employees.The external factors include the development of the labor market,the increase of employment opportunities in the financial industry and the importance of family responsibilities.The internal factors include the compensation system,recruitment system and management system Perfect;the individual factors of employees mainly include the salary is not up to expectation,theinfluence of commuting and accommodation environment,and the low degree of corporate cultural identity.The symptoms of the new generation of employees before leaving are mainly reflected in their mood fluctuation,behavior performance and work errors.Based on the comparative analysis and the theory of early warning management,according to the characteristics of urban commercial banks and the situation of employment and resignation in Jiujiang,the early warning mechanism construction of new generation employees’ resignation in Jiujiang Branch of bank J is divided into short-term pre control and long-term pre control.The short-term pre control is mainly based on communication,which can reasonably resolve the bad emotions of the new generation of employees.The long-term pre control is mainly through the reform of salary system,the improvement of personnel selection and employment system,the enhancement of employee management and the creation of excellent corporate culture,the reduction of the turnover rate of the new generation of employees,the reduction of the operation cost and the loss of intangible assets of bank J Jiujiang Branch caused by employee turnover,and the guarantee of normal operation and development.