Agricultural Bank Of China’s Grass-roots Staff Incentive Policy Research

With the continuous development of the banking industry, many banks began construction of the incentive mechanism of the human core commercial bank, staff motivation in banks has risen for the enterprise development strategy important. For banks, the necessity of incentive performance in many aspects, the development of enterprises from the internal demand, to the external competitive environment, and then to the development needs of their own employees, employees a good incentive mechanism will undoubtedly play a irreplaceable role. Agricultural Bank is a traditional state-owned commercial banks, China’s banking system, especially the one of the important parts in the system of state-owned banks. In recent years, with China’s reform and opening up the financial market is developing fast, the competition between the banks increases rapidly, especially foreign capital, and private capital have entered, Agricultural Bank also will be a strong impact. How to strengthen the internal motivation,"for the system" build a good competitive environment, and the formation of benign competition mechanism, enhance the enthusiasm of the staff, expand the space for staff development, has become an important topic of sustainable development of the agricultural bank.This paper attempts to study by the following way:on the basis of incentive theory, from the improvement of first-line managers incentives, improving on the two aspects of grass-roots staff incentives, are studied and discussed respectively, and puts forward related Suggestions, which can guarantee discuss targeted, can make it become a complete system. At the same time, the two different group launched its own investigation and research. From the present situation, the agricultural bank in terms of employee motivation, first-line managers and frontline staff motivation are still many deficiencies, lack of employee motivation, means a single, focused on fuzzy situation such as the existence of different level, need through the improvement of the incentive policy to promote grassroots employees sense of belonging and consciousness to participate in competition. In the design of incentive strategy, fully draw lessons from domestic and international banking, or close to the advanced experience of the industry, put forward the targeted, practical and feasible method, trying to through a variety of means, combine external motivation and intrinsic motivation.On this basis, research ideas of this article mainly from the following several aspects. First, carefully analyze incentive research background and significance, and combining with the current banking, especially the research status of the state-owned banking employees incentive brief analysis. On this basis, the key to select the examples of haicheng county branch of agricultural bank of samples, using methods such as interview, questionnaire survey, on-the-spot investigation of haicheng branch incentive seriously analyzes the present situation and existing problems of analysis, induction and summary. Combining with the analysis summary of haicheng branch employee incentive compensation systems, chaos; Spiritual incentives single; Enterprise culture lack; Training mechanism, etc are insufficient, targeted put forward: to grasp the good employees incentive principle; Improve the compensation system; System to strengthen counseling; Rich content; Build a training system; Good career planning; Shape of seven aspects, such as enterprise culture improvement strategy.