A Study On The Incentive Problems And Countermeasures Of The New Employees In Agricultural Development Bank

China Agricultural Development Bank(hereinafter referred to as the Agricultural Development Bank)was established in 1994,is one of China’s three major policy banks.In 2014,the 63 rd executive meeting of the State Council examined and adopted the overall plan for the reform of agricultural development,can not seize this opportunity to reform,into a modern agricultural policy banks,the key lies in the financial talent support.In recent years,after receiving high education and foreign trend of "80,90 after" university graduates,has gradually become the main force of the bank,their career concept or tend to industry forefront of Internet finance;or is a large state-owned large commercial banks,Less will consider the policy of supporting agriculture positioning,business ideas tend to conservative agricultural development.This is for the Agricultural Development Bank to attract "80,90 after" outstanding college graduates,to ensure the entry of new staff stability,constitute a small challenge.In view of this situation,this paper makes an empirical study on the incentive and countermeasure of new employees in agricultural development.First of all,from the Agricultural Development Bank employees to stimulate the status quo and new employees to stimulate demand two points of the inquiry.Second,the importance of 18 employee incentives was sorted by questionnaires.The survey results show that the incentive factors of the new entrants to the Agricultural Development Bank are ranked in the top six in terms of salary and benefits,job promotion,training,working conditions,spare time and ability.According to Hertzberg’s two-factor theory,the motivating factors of the top six are mostly health factors,which indicates that the incentive level of the new employees is relatively low.Thirdly,the questionnaire results are analyzed and the present situation is summarized The second is the short-term purpose of employee training,did not consider the needs of employees,the third is to promote the dual channel is not implemented,career development planning is missing;Finally,put forward five Different aspects of the incentive measures: First,to improve the basic wage,the performance of performance-oriented performance-oriented,launched the "buffet" type of welfare system;the second is to develop long-term training programs,clear personal needs,to give training incentives;Post to promote the dual channel to help employees develop career planning;four is to create human nature,comfortable working conditions;five is to provide leisure places,try to "leisure time embedded" work and rest.In general,the issue of new entrants to the Agricultural Development Bank and the research on the agricultural development of human resources management has a reference value,to attract the Agricultural Bank of China "80,90" after the outstanding university graduates,to strengthen the stability of new employees To provide a theoretical basis.