Research On The Institution Of Compensation Incentive Of Employees In Su Zhou Branch Of Construction Bank Of China

At present, China’s opening-up degree is higher and higher, especially more and to relax restrictions on financial markets. In addition to China’s state-owned Banks, joint-stock Banks and foreign-funded Banks more into the financial market in China, China’s state-owned Banks monopoly in the market is a huge challenge. With the introduction of foreign Banks, has brought the advanced management experience, at the same time compared with the state-owned Banks, also has a certain financial strength and scale. In the face of fierce market competition environment, the state-owned Banks to maintain himself in the position in the market, gain competitiveness, must carry out comprehensive improvement. In the foreign service in the bank, the bank of frontline staff is the first service window, they show the service attitude and overall appearance directly embodies the external image of the bank. A line in order to better motivate staff’s working effect, the bank of the performance management system plays a key role. Through this kind of salary incentive for good to encourage employees, promote employees to work more serious, improve work efficiency, so as to meet the demand of public service, to improve the market competitiveness of state-owned commercial Banks.The research object of this article is mainly suzhou branch on the problems existing in the use of salary incentive inline grassroots employees, through the investigation and analysis, suzhou branch of the system is sound, in terms of compensation and performance appraisal are the basic set up, the salary incentive effect of suzhou branch, however, did not reach the expected goal. This is mainly related to suzhou branch of the management system of execution. On the one hand, suzhou branch compensation management system hasn’t caught up with the trend of The Times, relatively backward management mode; On the other hand, the different levels of branch employee compensation inequality. Which exists in the design of salary incentive will have certain contradiction and performance appraisal, compensation fixed and floating ratio imbalance, related welfare system affected by the performance appraisal problems will arise passively, and so on. In under the influence of the salary system, can’t realize the value of employees, more and more people choose to leave, the operation and development of suzhou branch will be affected thereby.In order to further motivate employees work enthusiasm, based on the current compensation problems of suzhou branch, to improve the original salary incentive system, through the investigation and study the cause of the current existing problems, to use professional knowledge is analyzed, at the same time also refer to the relevant literature from the opinions of other experts and scholars, according to the actual situation of suzhou branch, designed to motivate employees initiative creativity of salary system, promote the development of suzhou branch. Suzhou branch management is relatively backward, the author through the investigation and study some advanced management mode, the compensation management system in suzhou branch implement comprehensive compensation theory, change the original salary inequality of suzhou branch, at the same time also increased the proportion of part besides salary welfare, pay attention to the realization of self value of the enterprise employees, improve employee satisfaction. Through a series of process, to establish the scientific comprehensive compensation management incentive system of suzhou branch. Among them, the role of incentives in using the trend to a certain, therefore, the purpose of this study is to further promote the development of the suzhou branch of the grass-roots staff salary incentive system and perfect, so as to meet the practical requirements, employees to improve the performance of the suzhou branch, the competitiveness of suzhou branch also can be improved further.