Management and employment development in the banking sector

This thesis researches the causes of employee turnover in the banking sector. The aim of this thesis is to determine the causes of employee turnover, identify problem areas and propose solutions to reach an optimal turnover rate. The questions the author asks are: what can be done in order to reduce employee turnover in the banking sector and to maintain optimal turnover rates, and what motivates employees to change employment? There is no simple answer to these questions. The author chose a pair of banking companies. The first step was using internal resources in order to determine the turnover rate, the survival rate and the stability index. The next stage was conducting a survey among employees, specifically relating to job satisfaction and closely related to turnover rates. The third and final step was participation in job interviews in order to better understand how human resource management worked in the two banks chosen. The author looked at what both companies have in common, what the differences are and identified the potential risks of employees leaving the services of a company and being subsequently employed by rival companies