Investigation And Countermeasures Of Staff Turnover In Bank Of China Xuzhou Branch

In recent years,with China's GDP growth slowing down,weak growth,more detailed internal and external supervision,continuous implementation of the actual interest rate marketization,the reduction of the difficulty of financial license audit,and the vigorous development of the Internet,the traditional banking industry is facing more and more fierce market competition.The state-owned commercial banks are faced with such problems as the reduction of favorable policies,the decline of performance,and the increase of work pressure.The increasingly fierce competition also leads to the increasingly fierce competition for talents.However,the state-owned commercial banks with traditional competitive advantages have to accept such problems as the decrease of policy advantages,the decrease of profit growth rate,and the decline of competitiveness.The increasing market competition has also opened the competition for talents Many excellent employees of state-owned commercial banks are attracted by various internal and external reasons and choose to leave the state-owned commercial banks.The staff turnover of state-owned commercial banks is serious,which was once compared to "the training base of financial market".This paper takes the phenomenon of "turnover" and its influence on the turnover of the staff in Xuzhou branch of Bank of China as the research object,through the methods of literature research,in-depth interview and questionnaire survey,and concludes that the main reasons for the turnover of the staff in Xuzhou branch of Bank of China include: lack of promotion channels,lack of staff career planning,lack of incentive pay system,which can not be reflected in Personal value and performance distribution are unfavorable and reasonable.In order to solve these problems,this paper puts forward suggestions from personal,organizational and external aspects.First of all,the state-owned commercial banks should help employees to make clear their own career planning and avoid blind job selection;on the organizational side,the state-owned commercial banks should improve the performance appraisal system,optimize the salary and welfare system,provide diversified career development channels,do a good job in job analysis and design,establish a scientific staff rotation system and improve the staff training system;On the external side,the state-owned commercial banks can moderately increase the cost of staff turnover and increase the overall talent training in the financial market.