Study On The Incentives Mechanism Of Xinjiang Branch’s Staff From Agricultural Development Bank Of China

In this paper, the incentives mechanism of Xinjiang branch’s staff from theAgricultural Development Bank of China was investigated, by use of the method ofquestionnaires, supplemented by personal interviews, etc, to understand the currentsituation about Xinjiang Agricultural Development Bank staff’s incentives. Throughinvestigation and analysis, this study reached the following results:1.The staff fromXinjiang Agricultural Development Bank thought the level of incentives managementat the lower, the working enthusiasm is also at lower.2. The most importantincentives factors are: leadership and management, stable and secure, fair andcompetitive environment, and the quality of the relationship between colleagues, payand benefits, business prospects.3. The degree of the staff experience of the status ofimplementation of appropriate incentives motivating factor was significantly lowerthan the degree of importance they think. The feel poor incentives in the top positionare: incentive pay, career development, reward and punishment, the ability to playexpertise, fair competitive environment.4. There are significant differences aboutmotivators preferences between different gende, age, rank, institutional level, workexperience staff.Through questionnaires and in consider of the status quo of incentivemanagement in Xinjiang Branch, this paper summarize the main problems about staffincentives in Xinjiang branch as following: incentive pay lacking of competition andfairness; the channels of staff promotion is relatively simple; selection andappointment mechanism is imperfect; lacking of positive incentives and negativeincentives; lacking of developmental and targeted training; the incentive have singlemeans, and so on.Based on the above conclusion, this paper presents the principles andcountermeasures to improve the staff incentive systems of Xinjiang AgriculturalDevelopment Bank. Include improving pay and benefits; optimize pay system; establish performance appraisal system on the basis of balanced scorecard; improvepromotion system; Pay attention to individual growth; enhanced the pointed and theexcitability of staff training; Improve reward system, and build the corporate culturewith the characteristics of Agricultural Development Bank and the characteristics ofXinjiang.