The Improving Strategies On Sense Of Belonging Of ABC' Basic Business Organizations

Under the background of science and technology updating constantly,modern equipment inputting and using widely,market opening deeply,the financial market changes rapidly and competes more intensely.And with it,the internal and external environment of bank change deeply.Regulatory policies are becoming more and more closely.Institutional reform has become increasingly standardized.Policies and systems are improving day by day.At the same time,employees' ideological state values.codes of conduct and social communication are becoming more diversified and complicated.Business operation and internal management develop highly.The competition among banks is the comprehensive competition of system.human resources and network resources.Man is the core of competition which play a crucial role.Agricultural Bank of China as one of the four traditional state-owned banks,lately stocks listed,influenced by development period.staff structure and so on,is in the low degree marketization and institutional regulations which can not fully mobilize employees' working enthusiasm.In particular,as the transmission mechanism'last link,basic business organizations still have strong traditional color.At the same time, staff they are not enthusiastic and lack of a sense of belonging.Agricultural Bank of China'branches are all over the country.At the end of 2014,it has a total of 3515 sub branches and 19647 basic business organizations.As the frontier of serving the“three agriculture”.urban and rural areas,the competitiveness of basic business organizations directly effects the rise and fall of ABC.How to promote the sense of belonging of basic business organizations and mobilize the enthusiasm of employees is a key topic of current operating management.This paper takes Zoucheng branch of Agricultural Bank of China as an example.On the basis of investigation on the current situation of human resources and the sense of belonging of employees,the paper analyses the sense of belonging problems which Zoucheng branch employees have in post setting.salary distribution.training and enterprise culture.For the problems,the paper also gives targeted improving strategies.The innovative characteristics of this paper:Firstly,flexible employment mechanism.Building more promotion posts in different professional fields and business lines,such as management.profession and skill,to change the situation that the promotion can just rely on the single way of management in the past.Secondly,distinct salary system.Such as different distribution ratio of performance related pay for different positions in different lines,distinct seniority wage between headquarters and outlets.Thirdly, diversified training mechanism.Most of training are about theory and business skills.And are often arranged in the evening.Th-e company shuould organize more training in cultural cultivation.health.pressure relief and interest cultivation to free employees from heavy work and enhance the quality of the employees.Finally,harmonious enterprise culture including participatory management system and positive effect of young employees.