Optimal Design For Business Personnel Motivation System Of Shandong RG Guarantee Company

At present, the guarantee industry is playing an increasingly important role in social and economic development. With more policy support of the government on guarantee industry, as well as the rising business and products innovation, guarantee Company has both chances and challenges, the competition is very fiercely. The company’s economic benefit is directly dependent on business personnel, therefore, how to effectively motivate business personnel becomes the research hotspot in the current domestic and international academic circles and business circles.This paper selects the Shandong RG Guarantee Corporation business personnel as the research object, and explores a model of comprehensive motivation for Shan Dong RG Guarantee Company in which equity theory is basic, needs theory and expectancy theory decides ‘for what’, two-factor theory and reinforcement theory decides ‘the time to give’, and goal setting theory decides ‘how much to give’. At the same time, this paper puts forward the five principles of the motivation system: the combination of personal goals and organizational goals, the principles of openness, impartiality and fairness,according to the needs of motivation, the combination of short-term and long-term,material and non material motivation. The five principles indicate the direction for motivation system.On the basis of literature research, this paper analyse the business personnel incentive status by using motivation theory, find out some problems, and through constructing the motivation system, designs a better motivation system. The main conclusions of this study include the following four aspects:Firstly, explores a model of comprehensive motivation system for Shan Dong RG Guarantee Company, fill the blank of the business staff incentives on Shandong RG guarantee company, effectively improve the professional level of staff management.Secondly, in the aspect of material motivation, this paper suggests that employee’s salary should have the great advantage of external competitiveness, build wage system with the performance appraisal at its core, perfect welfare treatment, and this paper alsoexplores the guarantee project risk reserve regulations.Thirdly, in the aspect of non material motivation, this paper proposes some optimization measures from the following aspects, such as business training, educational concept, job station competition, career planning and humanistic care by combining all the motivation theory and advanced experience from the same industry and banks.Fourthly, to ensure that the motivation system design optimally and implement smoothly, this paper also proposes three protective measures: Raise awareness and strengthen participation. Pay more attention to the responsibility and implementation.Promote effective communication.