The People's Bank Of China Branch To Establish An Effective Incentive Mechanism

To meet the change of domestic and international environment, The People's Bank of China (PBC) carried out a series of reforms on human resource management. PBC vigorously introduces the modern concepts and tools of human resource management, such as staff recruitment, position training and compensation management and etc. At the same time, it strengthens and expands the work of performance management. Such work has been quite successful. But its research on human resource development and management are relatively weak, has not been formed a theoretical framework system. The human resource management of its branch also remains on the personnel, labor relations management and simple training, and has not been real human resource management. There are some problems about staff of the PBC's branch, such as weak sense of responsibility and low efficiency, which will affect the performance of the branch as a primary central bank.Based on the analysis of these existing problems on the incentive mechanism of PBC's branch and the advanced incentive mechanism of foreign banks, the paper proposes the measures to establish an effective incentive mechanism. In recent years, PBC's branch carried out competition for positions, performance-related, living wages and other incentive methods. To a certain extent, such methods changed its rigid labor personnel management system. But there are still some problems, especially the system problem of "same between do and not do , do more or do less, do well or do badly ", have not yet been fundamentally resolved. Therefore, this paper uses the position analytical method, and raises the position monetization reform proposals, which considers the intensity of the work status, risk responsibility, skills requirements, job performance, and other closely related factors. So the paper provides a new method and an operation way of these above unresolved incentive problems.