Research On Salary Incentive Scheme For Customer Managers In KJ Bank

Salary is an important means to improve employee satisfaction. Levels of salary impact organizational efficiency and fairness by influencing the quality of employees’ individual lives. Reflecting corporate strategic thinking, salary is a link between corporate overall development and employees’ individual performance. The establishment of a scientific and standard salary system that is adapted to modern enterprises and the accomplishment of salary management are one of the most sensitive areas highly concerned by modern enterprises.By the application of modern salary incentive theory as well as the integration of empirical investigation and analysis method and of theoretical research and application research, this paper analyzes and researches the present situation of salary incentive for customer managers in KJ Bank respectively through external comparison and internal investigation. It points out the problems existing in the current scheme of salary distribution for customer managers in KJ Bank as well as the urgency of formulating a salary incentive scheme. This paper aims to promote the further improvement and standardization of the salary management system which is based on the previous rural credit cooperatives, encourage employees’ work enthusiasm and initiative through salary incentive, and hopefully provide inspiration and reference for commercial banks encountering similar problems.Based on the above reasons and according to the actual situation of KJ Bank, this paper puts forward the principles and methods of designing the scheme of salary incentive for customer managers in KJ Bank, and explores specific scheme through combining salary incentive for customer managers with this bank’s development goal and business plan. A new salary incentive scheme is developed by taking such measures as adjusting and improving the current salary structure, combining performance distribution with performance assessment, determining weights on customer managers’ responsibilities of managing customers, optimizing the assessment index system, attaching importance to the incentive effect of non-monetary rewards on customer managers, etc. Lastly, relevant supporting measures are discussed in this paper in order to complete the whole salary incentive scheme.Finally, the following conclusions are drew in this paper:l.The bank should guide employees towards the direction of higher salaries thereby bringing more benefits for itself, through increase or decrease in treatments and thus reasonably controlling corporate benefits brought by customer managers.2. An excellent salary assessment and incentive scheme should be based on the full consideration of the interests of both customer managers and the bank itself, so as to achieve harmony and order among a variety of interests obtained. The bank should expand reform of the customer manager salary system, choose more detailed assessment indexes, and meanwhile apply the most popular EVA assessment mechanism to make benefits and achievements shared between the bank and customer managers, so as to enhance customer managers’enthusiasm in work and services.3. A variety of incentive policies, including material salary incentive policies and non-material salary incentive policies, should be applied according to the length of time. The formulation of a good salary system should involve communicating with customer managers, which will promote their satisfaction to salaries.4. The bank should make complete and reasonable assessment standards and adopt more impartial assessment means, in order to actively encourage customer managers to strengthen exchanges and cooperation with customers.5. The effect of rewards should be paid attention to. Bank administrators should often offer customer managers proper rewards, whether monetary rewards or oral praises, which can bring psychological satisfaction and mental stimulation to these hard-working customer managers.6.With our era moving forward, standards of salary and assessment should be constantly improved to suit the characteristics of new periods.