A Study On The Youth Brain Drain Of Regional Commercial Banks

As Chinese economic development has entered a new stage and Internet technology has been fully and widely used,the banking industry has undergone changes,and the traditional bank liabilities and asset businesses are facing transformation.In order to avoid the homogeneous and low-efficiency among the banking industry,a talent team with comprehensive capabilities and stability has become the basis for the development of the banking industry,and the human resources has become the first resource.If the turnover rate is too high,the continuity of the bank’s business will be problematic,which will hinder the stable operation,making it difficult to advance the development of financial technology and digital transformation of the bank.Not only will it reduce the service experience,but also affect the improvement of operating efficiency.At the same time,it will increase operating costs,so that it is in a weaker position in the increasingly competitive banking market.Therefore,it is particularly important to study the reasons for the brain drain of banks and form targeted improvement strategies.This thesis focuses on the brain drain of regional commercial bank A,through the study of brain drain theory,starting from the actual situation of maintaining the stability of the talent team of bank A,and using methods such as literature research,interviews and questionnaire survey to investigate the influencing factors of brain drain of Bank A.Through the interview of the turnover personnel,combing the effect of the interview and the comparison with the turnover analysis model,the applicability of the price Mueller model variable is determined.On this basis,the thesis puts forward the hypothesis,designs the scale,carries out the questionnaire survey,and carries out the data analysis on the collected results,and finds that the factors in bank a play a decisive role in employee turnover.This thesis analyzes the relationship between the variables of the model,and based on the results of empirical research,proposes the path selection and specific management strategies of the brain drain countermeasures of bank A.Based on human resource management strategy,the bank should strengthen the enterprise culture management mechanism based on values,scientifically set up the position system,improve the standards of job appointment,improve the employee development system to enhance their own value,optimize the salary distribution system to increase employees’ sense of acquisition and relieve work pressure and create a good working atmosphere.At the same time,the thesis puts forward some constructive suggestions on the establishment of the guarantee mechanism of brain drain from the aspects of the establishment of resignation restraint mechanism,talent reserve system and talent supplement mechanism.