Research On The New-generation Employees' Job Turnover Of Songyuan Branch Of The Construction Bank

Since 1978,China's financial industry has developed rapidly,especially in the decade from the end of the 20th century to the beginning of the 21st century.Commercial banks have entered the most prosperous period.However,the good times have not been long.The financial crisis in 2008 has led to frequent non-performing loans,the rise of Internet finance,interest rate liberalization,and financial policy reforms have had a huge impact on commercial banks.Along with the uncertainty of the development prospects of the banking industry,the job status of bardc employees is no longer sought after.As a result,a large number of bank employees have voluntarily resigned,including the new generation of employees bon after 85 years,and a large number of young employees.The departure of the company has had a negative impact on the company,so it is necessary to study the background and influencing factors of employees' voluntary separation.This paper takes the sample of Songyuan's behavior of China Construction Bank to study the many reasons that affect the new employees' voluntary separation,and proposes corresponding countermeasures.This paper is divided into four parts:The first part briefly describes the industry background of a large number of bank employees' voluntary departures,and clarifies the significance of this research.The author has determined relevant concepts on the basis of reading relevant domestic and foreign relevant references.The research methods of this article are interview method and questionnaire method..In the second part,this article investigates the phenomenon of active departure of the new generation of employees of China Construction Bank Songyuan Branch through two tools:interview draft and survey questionnaire.The author concludes that the main factors affecting the employee turnover of CCB Songyuan Branch are:the job itself,the compensation system,Job promotion opportunities,interpersonal relationships.The third part,corresponding to the departure factors from the previous part,summarizes four countermeasures for the active departure of the new generation of employees of the CCB Songyuan Branch:1.Carry out job rotation system;2.Expand the space for promotion of jobs;3.Improve the salary and welfare system;4.Improve branches Interpersonal relationships.In the fourth part,in order to ensure the smooth implementation of various countermeasures,Songyuan Branch also needs to make corresponding guarantees from three aspects of manpower,system and organization.The voluntary departure of the new generation of employees of the CCB Songyuan Branch not only reflects problems in its organizational management,but also represents a common phenomenon in some state-owned commercial banks in third-and fourth-tier cities in China,The emergence of these problems will not only reduce the comprehensive competitiveness of banks,slow down the development trend of enterprises,but also increase the operating costs of enterprises.Therefore,the research results of this paper can not only solve the employment problem of the new generation of employees of CCB Songyuan Branch,but also provide a reference for other companies with similar problems.