A Study On The Incentive Issues Of Networks Of State Owned Commercial Banks

With the increasingly fierce competition in the financial industry,the degree of openness of our country's affiliated commercial banks is also increasing.If you want to keep a firm foothold in a harsh market environment,you have to have an excellent human resource team,which can help banks build core competes and increase the chances of winning the bank.The author has many years of experience in the bottom business point of the state bank,and it takes the Construction Bank of China as a concrete example to analyze the drawbacks of the state commercial bank in the employee incentive system.At the level of human resources,it combines the relevant theories to deeply analyze the defects of the employee incentive system,and put forward the corresponding solutions to these problems in combination with the actual situation.The article begins with the change process of the state-owned commercial banks,and leads to the view that the incentive system for the staff of the bottom business point can greatly improve the competitive strength of the bank.As a basis for the previous related theories,the existing defects are summarized,and the A business points are taken as concrete examples to analyze the reasons for these problems.Then the author,according to his own experience,summarizes some of the aspects that can be improved: the construction of culture,the staff development,the performance assessment,the salary management and so on.At the end,we conclude the whole article,analyze the limitations of the paper and predict the direction of future research.