Y Rural Commercial Bank Pratt & Whitney Account Manager Salary Incentive Research

With the acceleration of the process of urbanization,the level and connotation of the county financial market has undergone profound changes.The rural commercial bank business development depends on the resources of customers.Rural commercial banks serve to the small and micro businesses.The class of inclusive business is priority among priorities for business.Customer manager of inclusive finance is the main body of the value creation of rural commercial banks.In recent years,the rate of turnover of customer manager of inclusive finance is constantly improving.Therefore,in order to continue to develop in the fierce competition,it is necessary to give full play to the role of the general manager of the customer through the pay incentive,and fully mobilize their enthusiasm,the establishment of a stable customer service team.Therefore,to explore the Customer manager of inclusive finance salary incentives,improve the distribution of customer manager of inclusive finance salary,which retain talent,attract talent.Therefore,in order to Y rural commercial banks inclusive customer as the research object,on the compensation inclusive account manager motivation for further research,put forward the effective operation of Y rural commercial bank customer manager incentive for inclusive optimization recommendations,has important practical significance and value management.This article based on the theory of salary incentive.Through literature study and questionnaire survey,this paper analyzes the present situation and incentive effect of the compensation incentive of Y rural commercial bank.The results show that the Y rural commercial bank's inclusive customer manager compensation includes basic salary,performance salary,benefits and job promotion.Y rural commercial bank's Customer manager of inclusive finance salary incentive effect is as follows:First of all,most of the Customer managers are less satisfied with pay levels.Secondly,for the fairness of salary,most inclusive customer manager salary system was not fair and fair,effect of salary distribution the main problem are the salary system and salary policy appraisal opaque,stability and unity of information,backward technology,data acquisition and distortion.Third,customer manager of inclusive finance is not satisfied with the current welfare.Fourth,Customer manager of inclusive finance performance assessment system of the low level,the main problems affecting the performance evaluation results are more interference,the leader will lack of effective supervision and restraint mechanism,performance appraisal system is not perfect,the leadership is not enough attention.Finally,Customer manager of inclusive finance for long-term incentive satisfaction is not high,the vast majority of Pratt&Whitney account manager believes that the promotion of the position to improve the remuneration of the larger.On the basis of the above analysis,this paper points out the problems and reasons of the compensation incentive of the general manager of Y rural commercial bank.Firstly,the level of pay market competitiveness is weak.Secondly,the internal fairness of salary distribution is deficiency.Include as follows:the lack of unity of remuneration policy,data acquisition information technology behind,the salary system and assessment opaque.Third,the welfare design needs to be strengthened.Fourth,the performance appraisal system still needs to be improved.Include as follows:the bad custom of the system has not been completely changed,the performance appraisal system is inefficient,supervision and restraint mechanism is not perfect.Fifth,the structure of salary incentive structure is unreasonable.Include as follows:the basic salary is greatly affected by the job promotion,the short-term incentive and long-term incentive structure imbalance.In view of the above problems,this paper puts forward the corresponding suggestions on the compensation incentive of the general manager of Y rural commercial bank:Firstly,define a reasonable level of remuneration.Secondly,to promote the fair distribution of remuneration,including a unified remuneration distribution policy,the establishment of electronic assessment system,the establishment of an effective communication mechanism.Thirdly,implement the flexible welfare policy.Fourthly,improve the performance appraisal system.Include as follows:stock customer bidding system,optimize the performance evaluation indicators,the establishment of the remuneration committee.Fifthly,adjust and improve the salary structure,including the improvement of the staff management system,pay attention to the role of long-term incentive.