Analysis On The Reasons And Countermeasures Of Employee Turnover In S Commercial Bank Of Jiangxi

As China's development is entering a new normal,the financial market has become increasingly competitive in the decades since China's accession to the WTO,when the financial industry was gradually opened up.As a capital-intensive and knowledge-intensive industry,the most important wealth and capital in financial market are talents.In the face of the rise of Internet finance,the trend of financial disinter mediation intensifies.With the renovation of financial market,talents are the key to stand out in the fierce market competition.At present,China's joint-stock commercial Banks are facing a great challenge,and the voluntary turnover rate of employees in urban commercial Banks is getting higher and higher.Abnormal brain drain will give Banks had a negative impact on the operation and management of small and medium-sized city commercial Banks should be how to meet the challenges of the new situation,deal with basic particle staffs loss situation,the reasonable solution of staff turnover problems,establish a capable,cohesive and efficient staff,how to retain talent of the expansion of regional development of foreign city commercial bank is an urgent need to solve the problem.Jiangxi S commercial bank,formerly known as city credit cooperative,is one of several city commercial Banks in Jiangxi province.In the past four years,a total of 647 people have left Jiangxi S commercial bank,and 95% of the resigned employees are from the grassroots branches of Jiangxi S commercial bank.A large number of grassroots outlets staff departure increased the labor cost of Jiangxi S commercial bank,affected the emotional stability of employees,and had a certain negative impact on the development plan of Jiangxi S commercial bank.These adverse effects aroused the author's attention and research interest.What is the reason that led to these academic background,work ability outstanding grass-roots branch staff departure? Is it the internal management problems of S commercial bank of Jiangxi,or the factors of the employees themselves,or the change of the external environment? These questions are worthy of further study.This paper takes Jiangxi S commercial bank as the research object,and USES theinterview method to interview the departure employees of grassroots branches of Jiangxi S commercial bank one by one,records,analyzes and sorts out the main reasons for their departure.Since the author has been working in Jiangxi S commercial bank for nearly 10 years,I have learned that the phenomenon of employee departure has become more and more serious in the past four years.Currently,647 employees have left Jiangxi S commercial bank.As a result,many employees in S commercial bank of Jiangxi province also have many departure tendencies,and the cohesion within the bank has been hit,bringing a series of adverse chain reactions.In recent years,S commercial bank of Jiangxi has attracted the attention of its management by the phenomenon of staff leaving its grass-roots branches.Based on the in-depth analysis and arrangement of the interview results of the former employees in grassroots branches,the author concludes that there are the following reasons for the former employees in S commercial bank of Jiangxi : some are not satisfied with the salary;Some of them are narrow and closed to the promotion channels within the bank;Some are influenced by the environment with abundant external opportunities;Or because the staff can not feel the humanistic care of the organization,the lack of corporate culture,or because of work pressure,family needs.Based on the situation of Jiangxi S commercial bank and the rich achievements provided by relevant scholars and predecessors on the research of staff turnover in commercial Banks,the author proposes some preventive countermeasures and Suggestions for the phenomenon of staff turnover in grassroots branches of Jiangxi S commercial bank in recent years,and adjusts the bank's salary system.Ensure smooth channels for promotion and job rotation within the bank;Create a good corporate culture atmosphere,reduce pressure at the grassroots level,optimize business processes,etc.