Research On Grass-roots Staff Turnover Of S Rural Commercial Bank And Countermeasures

Rural finance is the core of rural economy,a key link to support the development of agriculture,rural areas and farmers,and a strong support for the national rural revitalization strategy.Rural financial institutions are an indispensable part of China’s banking sector,with rural commercial banks being a prime example.local banks based on county areas,serving small,medium The new economic normal has seen the emergence of Internet finance,intensifying the rivalry between banks and transforming it into a talent competition.This competition is particularly evident in micro enterprises,which primarily focus on deposit and loan business,catering to agriculture,rural areas,and farmers.Although S Rural Commercial Bank has new employees every year in recent years,the number of staff turnover is gradually increasing,especially the grass-roots staff,which has a serious problem of grass-roots staff turnover.The human resource management of S Agricultural and Commercial Bank has been severely hindered by this,thus having a detrimental effect on its sustainable development.It is essential to take heed of the issue of staff turnover,investigate the causes of the grass-roots staff turnover at S Agricultural and Commercial Bank,and devise corresponding countermeasures.An examination of the grassroots employee turnover in S Rural Commercial Bank over the past three years is the focus of this thesis.This thesis delves deeply into the data of grassroots employee turnover in S Rural Commercial Bank,utilizing literature method,questionnaire method,and interview method to gain insight from individual employees,internal enterprises,and external enterprises.This is achieved by reading a vast amount of pertinent literature,as well as the relevant theories in human resource management.It is found that the reasons for grassroots staff turnover of S Rural Commercial Bank are as follows:Employees are not satisfied with the compensation performance appraisal and incentive mechanism,the narrow and blocked promotion channels for employees,the imperfect training mechanism for employees,and the lack of organizational care for employees.Some of them are affected by external factors,some are due to personal reasons such as pressure,distance,family,etc.This thesis proposes a set of steps to enhance the salary and performance appraisals of S Rural Commercial Bank’s employees,taking into account the particular circumstances of the bank and the research findings of pertinent academics on the bank’s employee turnover.Optimizing the promotion channel and post transfer system,enhancing the training mechanism,fortifying the infiltration of enterprise culture to grassroots personnel,and paying heed to employee communication-these are all steps to be taken in order to create a successful system and incentive mechanism.