Grass-roots Staff Salary Incentive Mechanism Design Of China Construction Bank Tangshan Branch

At present, China’s financial industry has been fully opened, foreign banks andjoint-stock banks poured into. Foreign banks and joint-stock banks, by virtue of itsfinancial strength, management experience, and other advantages, bring huge competitionpressure of talents to China’s state-owned commercial banks. Thereby, the state-ownedcommercial banks must make great efforts to create its own unique core competitivenessto remain invincible in the competition. According to the present situation in China,High-salary incentive is still the most important factor which determines the flow oftalents, and it is a very important tool of human resource management. Incentives areregarded as "driving force" of human capital performance, is one of the key elements ofthe human capital initiative. Also, bank financial field is a high value-added industries,relying on knowledge-based services will become its main source of profit. How toeffectively motivate staff, arouse their enthusiasm of work, for the commercial banks towin and retain a large number of high-quality customers, to get advantage in thecompetition and enhance performance has very important significance.Since the20th century, macroeconomic salary management incentive theory in theenterprise level by the joint efforts of domestic and foreign economists is developing andperfecting constantly, formed a series of scientific salary incentive theory. China’s scholarsobtained relatively plentiful and substantial achievement in human resources management,salary management, salary structure, pay system design and other aspects of the study inthe state-owned commercial banks. But there are few studies in aspects of Salary Incentive,studies are mainly on the salaries of executives incentive research of the state-ownedcommercial bank, less research for the salary incentive of base-layer staff in state-ownedcommercial banks.In this article, salary incentive for the Grass-roots staffs in Construction BankTangshan Branch are as the object of study, we make analysis on the current situation of salary incentive for base-layer sectors, discover the problems and deficiencies in this field,and combine with the classic pay incentive theory, try to give suggests and measures onhow to improve the construction of base-layer salary incentive in Construction BankTangshan Branch. Some specific hierarchical incentive strategy through practicalapplication has achieved initial results.Hoping to help the construction of base-layer salary incentive organizations ofTangshan Construction Bank, and find really suitable mode for its use, which can promoteits development, and achieve continuous improvement in overall competitiveness forChina Construction Bank Tangshan Branch.