Research On Comprehensive Incentive Scheme Of The Credit Manager In Jilin Branch Of Bank Of China

Credit business is a period of time in the present and the future commercial bankprofit sources of main channel, it is very important for the operation performance ofcommercial Banks development. Since China’s reform and opening up, profoundchanges have taken place in our country’s economy and society, Banks faceincreasingly complex financial market environment, the diversified financial servicesdemand increasingly strong, on the one hand, large enterprise groups of traditionalbanking credit business demand, prefer to follow the equities, bonds, securities assetscard low-cost direct financing way to raise money, the small and medium-sizedenterprise credit basis by its poor, imperfect legal system, government and socialsupport system to promote system has not really established, and many other reasons,the financing channel is not smooth; On the other hand, face pressures such asindustrial structure adjustment and change of the pattern of economic development ofenterprise to realize the liquidity, safety and profitability of increasing demand forfinancial management. As a result, the company customer cooperation with bank buysfrom simply credit support and the single product demand gradually transition to thedemand for bank comprehensive advisory services. In a rational and orderly marketcompetition, the customer’s investment and management behavior more mature, thespecification, the customer’s choice of bank is increasingly tend to be more rational,more tend to be from a bank to think of problems in terms of function, the quality ofproducts and services.Reshape the fact relations, require commercial Banks to engage in creditbusiness employees to further expand the field of vision, taking the initiative toimprove their knowledge structure, improve their professional level and professionalquality, not only to grasp the financing, settlement, funds and other traditionalbusiness knowledge, but also to understand the restructuring mergers and acquisitions, asset management, securities underwriting and investment, enterprise annuity andcash management and many other emerging in the field of knowledge, and be able toachieve mastery through a comprehensive study to the integrated use of. And how toselect a backup credit manager, how to cultivate and improve the comprehensiveability, the credit manager will require Banks to design a set of reasonablecomprehensive work incentive scheme, can effectively enhance the company’sbusiness credit manager endogenous impetus,"first in bed, the tail in the hall", graspthe rules of market economy, service economy development needs, has become theopportunities and challenges of banking.In reading and analyzing a lot of information about the province of the bank ofChina staff work motivation, on the basis of existing staff incentive system forreference, according to the characteristics of the credit manager work, combined withthe actual situation, put forward comprehensive incentive schemes for this unit creditmanager work system. To save the bank of China to further contribute to theenterprise development.Through detailed discussion, this paper mainly expounds the current provinceboc credit manager work incentive system existing problems and the reasons. On theone hand, the current performance appraisal system is complex and continuity is notstrong performance appraisal index, appraisal is not prominent; Hierarchicalclassification of employee performance management system is not in place,inadequate assessment of incentive and constraint, etc. On the other hand because ofthe traditional staff incentive system has been in performance appraisal for the baton,only according to objective index evaluation employees, neglected thepeople-oriented concept. Due to the provincial organization BOC large and numerouspeople, and there are some disadvantages of old state-owned enterprise legacy-middle level staff ratio is limited, and qualifications deeper old employees or by therelationship between the promotion of employees in the proportion of middle level isbigger, but not post function, promising young employees are capable butqualification is shallow suppressed, is already a credit manager in name, but feweropportunities for advancement, post level is low, compensation and pay adisproportionate share of labor, the serious influence the good employees work enthusiasm and motivation.This article is to the credit manager staff incentive system in the actual workcombined with the analysis of the problems and reasons, based on the principle ofintegrity, scientific and feasibility of establishing and puts forward the comprehensiveincentive evaluation system for provincial BOC credit manager job, and hope to workmore perfect and scientific evaluation system stimulate the credit manager in thework of the subjective initiative, effective conduction from top to bottom, ensure welldevelopment strategy and to achieve the strategic goals of the province of the bank ofChina to contribute.