Aleksey Iyodko
Promsvyazbank, Executive director on personnel staff issues
By considering the human resource statistics the highest staff outflow percent is notable among the front-office employees. As a rule, those are startup positions for which the generation people apply. Very often for young people job functions and salaries offered for startup positions are not attractive.
Employees move from bank to bank looking for better job offers. During the last months period some lowering trend is observed with regard to staff flow issue. This can be bound up with the situation change on the market considering the fact of leaving the financial market by big quantity of former players. The employees are cautious to move to a new job place since they look for stability.
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Aleksey Stepanov
Alfa-Bank, Director of Corporate Training and Development
Historically in majority of retail banks a higher outflow rate is observed within the category of the specialists of mass spread positions. The mentioned employees mostly are involved in subdivisions of sales, servicing and customer support as well as operations divisions.
The flow of this category of specialists is conditioned by three key factors. First of all it is the shortage of candidacies on the market tied together with the hiring and education of candidates who do not have basic skills or do not have work experience. The latter candidates are just at the start of their career and not always clearly understand the nature of their forthcoming job positions. Secondly, it is the fast speed and high requirements towards the work quality and customer service. Thirdly, it is dependent on the growing competition of contemporary companies for headhunting successful young specialists, who look forward to their rapid career and salary growth and thus ready to change their employers for the sake of fast achievement of their goals.
For solution of mentioned problems the progressive banks implement:
-modular training programs and coaching;
-new approaches towards development of systems for compensations and benefits;
-career models, which visibly demonstrate differences in duties and nature of activities of different job positions in a bank;
-latest technologies in the field of internal communication and many other factors, which enable the newcomers to fully integrate themselves into the team, which members share same views.
Personnel flow in mostly spread bank positions (especially in retail) is comparable or is even lower as compared with the flow in FMCG companies and in retail sector, where mass spread positions also make a considerable part of the total staff.
The personnel flow on the experts’ and managers’ level generally reiterates the market situation. The currently experienced quantity cutback of banks and the overall economic situation in the country force the bank employees to approach the solutions in the search and change of employers with an utmost care. And mostly this refers to specialized bank positions. The described situation sometimes negatively influences the attractiveness of a new employer bank. Development of new approaches in personnel management is called up for finding solutions for a number of mentioned issues.
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Mikhayil Yanchuk
BINBANK, Director of the Department of Strategic and Corporate Management
According to bank market survey the annual average staff flow in banks makes 30%. The mentioned indicator first of all is bound up with high competitiveness in banking sector (for example: front-office employees change their workplaces with ease in cases if they are offered a 2-3 thousand rubles higher salary or a bit higher position).
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