Research On The Optimization Of Employee Flow Management Of China Construction Bank In Yueyang City

As the government pays more and more attention to the financial sector,especially President Xi Jinping clearly pointed out that finance,as an important core competitiveness of the country,has directly further promoted the establishment of various financial institutions and their business development,promoted the implementation of the policy of "Financial Services for the Real Economy",it leads to fiercer competition and higher employee turnover rate.While a certain percentage of turnover can have positive effect on motivation of employee productivity and efficient use of human resources for both the organization and society at large,dysfunctional personnel movement can hurt both the organization and society.After years of unequivocal “Iron Rice Bowl” guarantees of job security and hence extremely low employee turnover rate,the state-owned China Construction Bank has seen a huge yearly rise in employee turnover rate with the deepening of financial reform which brings intense market competition and ample employment options,raising a pressing concern facing financial institutions.Based on the actual situation of Yueyang Construction Bank,this paper focuses on solving the problem of employee mobility of state-owned banks.Theoretically,it mainly depends on the western classical mobility theory and model.On this basis,this paper makes an in-depth analysis,and analyzes the employee mobility of Yueyang Construction Bank in combination with theory and Practice.By investigating the overall situation of employees of Yueyang Construction Bank,this paper summarizes the current situation of employee mobility,analyzes the characteristics of employee mobility,and finds out the influencing factors affecting their mobility.The results show that the salary and welfare,career development,training system,working factors and working environment of Yueyang Branch of China Construction Bank are the main factors causing employee turnover.According to the reasons and characteristics affecting employee mobility,this paper puts forward the basic principles of improving employee mobility management,and puts forward improvement measures: countermeasures from improving salary and welfare system,opening career development channel,improving training system,improving working environment,reforming recruitment methods and so on.At the same time,in order to make the above measures go smoothly,this paper puts forward the implementation steps of the improvement scheme of employee mobility management,and gives four specific measures: organizational guarantee,human resource guarantee,cultural guarantee and system guarantee.Probing into the personnel movement management at China Construction Bank,the study projects some possible policy actions to keep personnel movement under control,which is instructive to China Construction Bank and also provides policy implications for other banks and organizations.