Research On Salary Incentives Of Client Manger In Changchun Branch Of Industrial Bank

As the access of financial sector is opened continuously, the banks includingCommercial Banks and Rural Credit Cooperatives have witnessed their sharpincrease in quantity and the inter-bank competition has become more serious;however, the competitiveness of various commercial banks depends to a greaterextent on excellent qualities of their staff and the stability of talented personnel theypossessed. Therefore, the client manager, serving as the marketer of financialproducts for commercial banks and as the personnel for maintaining goodrelationships with their customers, has played an even more important role inimproving the development of banks. And the issue of how to utilize better salaryincentives to enhance sense of belonging and degree of satisfaction of clientmanagers and make them expand businesses for banks more faithfully in order torealize the creation of more valves and profits for banks has become a topic of greatsignificance in the study of manpower management for all banks. The IndustrialBank Changchun Branch, as a stock holding bank becoming marketable inChangchun in2010, can only realize its stable and sound development and growstronger by applying the performance and incentive principles suitable to its own andgroping its way forward continuously and then adjusting the salary incentives tomake them fit for the Industrial Bank Changchun Branch.In this paper, the salary system currently in effect in the Industrial BankChangchun Branch is selected for analysis and the interviews with client managersare also introduced; and the four aspects of problems present in its current salarysystem can be discovered from the analysis and interviews, including being lackingin internal equity, emphasizing material incentives while ignoring spiritual ones,laying emphasis on short term incentive while neglecting long term ones, attaching importance to personal motivation while overlooking term motivation; and theunderlying reasons for causing these problems include: being affected by the policyorientation of the head office of the Industry Bank, the requirement of seizing marketshares during period of pursuing rapid development, focusing on the short terminterests blindly and the concept of “being performance oriented”.For the realization of such objectives as meeting strategic goals of overalldevelopment of branch, improving loyalty of client managers, enhancing teamcooperation and safeguarding the long term and sound development of IndustrialBank Changchun Branch and based on the principles of integrating materialincentives with spiritual ones and establishing the incentives that can reflect equityto the interior and competitiveness to the exterior, this paper has put forward fourmeasures to improve the problems mentioned above:“establishing the salaryincentives equitable to the interior, establishing the material incentives and spiritualones which are coordinating to each other, establishing the long term salaryincentives that can help to realize the win-win situation between enterprise and staffand promoting the building of client manager team through performanceassessment”; in this way, a complete set of salary incentives covering the scope frommaterial incentive to spiritual one, from short term incentive to long term one andfrom personal development to team development have been formed for the clientmanagers.With a view to ensuring a better and more effective implementation of thewhole salary incentives, this paper has put forward the relevant measures in fouraspects to guarantee the implementation of the client manager salary incentives afterthe optimization scheme of the salary incentives completes being designed,including establishing effective supervisory incentives, building smooth channel ofcommunication, perfecting the supporting measures for long term incentives andcreating a favorable working environment in order to better improve the problems present in the systems currently in effect in the Industrial Bank Changchun Branchand safeguard the long term sound and stable development of the branch.