Research On The Motivation Strategies For Frontline Staff Of Quanzhou Business Department In A Securities Company

Chinese accompanied by deepening the reform of market economy system, marketsystem gradually perfect, the stock market has been the rapid development. Thesecurities company as an intermediary service organization is the most important inthe stock market, is also faced with all kinds of people of talent. In an increasinglycompetitive market environment, in order to further improve the security line team,the securities companies, it is necessary to study the motivation strategies insecurities market front-line staff. At present, how to manage and motivate the staff, inorder to promote the development of the company, the company obtain sustainablecompetitive advantage has become a major issue to solve most of the securitiescompany.Strong professional securities company needed talent, but also has its uniquefeatures, for example: the rapid renewal of knowledge, strong liquidity, younger,independence, team. However, the securities company especially engaged in workflow is too frequent, professional level uneven, generally existing in the course of theunreasonable salary system and incentive for employees of securities companies,evaluation system is not perfect, lack the effective training system, incentive methodsand single. These problems have become the major obstacle to the normal operation,the development of the securities company. Therefore, careful analysis of theproblems and the reasons, and puts forward some countermeasures, directly affect thedevelopment of securities company.A securities company is a nationwide network of comprehensive securitiescompany, radiation throughout the country, has5outlets in Quanzhou, the companymanagement, a complete set of human resources management system, also has a greatimportance to the development of staff, actively adopt various ways to stimulate theenthusiasm of staff, mining work ability. The incentive mechanism of Quanzhoubusiness department A corporation already has certain system. But if, still exist inmany not reasonable, is not careful, the causes of these problems, in addition to staffhave their own problems, the company management limitations, and environmental, geographical and other reasons, the internal and external factors, subjective andobjective factors, together with the current situation of incentive mechanism.Theory and incentive mechanism of human resources related to this paper,combined with the case study of A securities company Quanzhou businessdepartment, analyzed the basic condition of front-line staff, including age,educational background, professional title, salary system, job satisfaction and themeans of incentive, points out the existing incentive mechanism exists manyproblems: the salary system is not reasonable, appraisal system is not scientific,incentives single heavy, light, explicit incentive implicit incentive etc.. And, by thereason of these problems, put forward reasonable suggestion to perfect A securitiescompany Quanzhou business department employees motivation strategies:according to actual needs, scientific talents; a full range to stimulate employeeenthusiasm;specification, set up scientific performance appraisal system; establishreasonable employee training system; establish incentive mechanism of competitionand crisis consciousness; fully mining the implicit incentive means.