Behind the financial melee, there is more talent war. 6 1 heavyweight bank bosses are gone after all.

Behind the financial melee, more is the war of talents.

Under the impact of the departure tide, bank executives loom. According to incomplete statistics, 6 1 bank executives have jumped ship since the beginning of the year, including about 50 core bank executives, including chairman, vice chairman, president, vice president and supervisor. The number of half a year has reached the level of last year.

In addition to normal retirement and internal transfer, private banks, internet finance, well-known enterprises and other emerging financial fields are also diluting and absorbing the elites of traditional banks, and some banks even have a situation in which middle and senior banks are in urgent need of promotion.

Under the "supply-side reform" with structural adjustment as the core, the accelerated flow of senior and middle-level cadres in banks not only reflects the objective supply and demand of the market, but also breeds the possible evolution trend of the financial industry under the emerging economic format represented by e-commerce and private enterprises.

Many high-profile bank executives may retire or be promoted.

Where is the bank boss going? The turnover data of senior executives has reached the level of 20 15, which is similar to the aging age structure of employees, and many of them leave because of retirement.

Different from the voluntary resignation of the president of 20 15 Bank, the frequent change of the senior management of 20 16 Bank is more internal "replacement" demand, and the retirement of several heavyweight bankers makes the senior management of the bank face "new and old alternation".

Since February, Li Renjie, who was the president of 65,438+04 Industrial Bank, retired and joined lufax as the chairman. In May, Jiang Jianqing, who was in charge of Cosmic Bank 16 years, took over as the chairman. According to the announcement, Wang, vice president of Chongqing Branch of ICBC, will also succeed Wei Guoxiong as the chief risk officer of ICBC.

Xu, the former director of China Merchants Bank, the former vice president of China Merchants Bank and the president of Beijing Branch no longer serve because of retirement or age.

At the same time, some bankers started their careers. In February this year, Liu Gang, the chairman of China Agricultural Bank, succeeded Xiao Gang as the chairman of China Securities Regulatory Commission. In March this year, Li Zhenjiang, vice president of China Agricultural Bank, was transferred to the post of deputy director of the State Council Financial Bureau. In June, Zhu, Vice President of China Bank, went to Sichuan as Vice President, in charge of finance, business and other work, and also embarked on a career as an institutional executive.

In this regard, as a management-oriented enterprise in Fujian Province, Industrial Bank, which has made the same number of executive adjustments in recent years, told the reporter of Investor that some senior executives have left their jobs one after another due to normal retirement and overall arrangement of higher-level organizations, which is also a normal adjustment.

Skip the banking system

Studying the path of talent flow, the parallel of small circle and big circle outside the circle has become a new feature of executive flow in the first half of the year, and poaching outside the circle mainly occurs in management.

With the development and deepening of private banks, internet and corporate finance, the first step is to dig up people by learning from the essence of traditional banks. "In addition to the hard-working executives, the middle and high levels of the three types of job-hopping institutions are mainly cadres of the former e-banking department, product innovation department and R&D department." A senior bank operation researcher told the reporter of Investor News.

In terms of private banks, Qiu Huofa, former vice president of China Everbright Bank, intends to be the chairman of private banks initiated by Evergrande; Liu Yonghao, vice chairman and non-executive director of Minsheng Bank, is preparing to build Sichuan Hope Bank, and the post of president may be held by Zhao Weixing, former vice president of Zhejiang Online Commercial Bank; Hou, the general manager of ICBC's electronic banking department, who just resigned as the president of Zhongguancun Bank (to be established) in March, also left his post recently.

In terms of Internet mobile financial platform, retired Industrial President joined lufax, Ping An Pratt & Whitney Deputy Chief Risk Officer Feng Ruibin, HSBC China Chief Legal Adviser and China Construction Bank General Manager Huang Hao joined Ant Financial, Minsheng Bank Head Office Retail Risk Department General Manager Li, Huaxia Bank Head Office Chief Financial Officer joined, and the head of Agricultural Bank Internet Finance Development Department also joined in May.

In terms of enterprises, Baidu hired Zhang Xuyang, general manager of asset management department of China Everbright Bank, and Huang Shuang, managing director of Standard Chartered Bank (China) in the first half of the year, and Junyao Group hired Hou Funing, former president of Shanghai Rural Commercial Bank, as vice president.

"Those who get talent win the world, and new financial institutions may die because of talent. At present, state-owned banks, joint-stock banks and internet companies are the main sources of talents for new financial institutions. The annual salary of executives who change jobs is generally more than one million, and the excellent annual salary can be as high as ten million. Besides high salary, equity incentive is more attractive. State-owned banks and joint-stock banks are at a disadvantage in terms of salary and equity incentives, and the incentive mechanism needs to be further improved. " Song Qinghui, a famous economist, told the reporter of Investor News.

The tide of resignation intensifies the replacement of old and new.

In Song Qinghui's view, the downward pressure on the macro economy is obvious now, and the whole banking industry is struggling in the depressed market. Some bank executives may not be optimistic about the development prospects of the industry, and the salary level is no longer competitive, leading to frequent job hopping.

As the saying goes, once every emperor has a courtier, whether it is natural change or job hopping, the internal inheritance brought by a large number of resignations has also given new opportunities.

It is not easy for middle and senior managers who have grown up in the traditional banking system for many years to make up their minds to change their fields and start from scratch. The new financial model and completely different enterprise thinking will inevitably bring more collisions while they are "afternoon".

"State-owned banks and joint-stock banks have sufficient talent reserves, and the loss of one or two hundred middle and senior managers a year may not be enough to have an impact, but Internet financial institutions are different."

Song Qinghui believes that there are two main reasons for bank executives' job-hopping, one is the lack of incentive mechanism such as salary, and the other is the limited development space. "The executive training mechanisms of different banks are similar, and almost all of them gain experience and opportunities for further improvement from front-line actual combat. Most of the talent training mechanisms of new financial institutions have not yet been established, and more are digging for each other."

"The cadres of state-owned banks are basically trained from college students, and the echelon of personnel remains good. Later institutions were more practical, and most of the business they had to do was to dig corners, but this may lead to instability. In the past, state-owned banks sent talents to joint-stock banks. Now traditional banks are sending talents to new financial institutions. As long as the flow of people is healthy, the people behind will have room for improvement. "

Despite the restrictions of welfare and salary limit, a senior bank manager in Beijing remains optimistic about the current talent flow and competition, which may be a good opportunity for practitioners to reflect.