Research On The Needs And Motivation Of Young Employees Of Zijin Rural Commercial Bank

With the deepening of the New Normal of China's economic development,it has become an imperative for banks to pursue business transformation under the impact of interest rate liberalization and Internet finance.For banking companies,the human resources strategy plays a decisive role in their process of surviving fierce industry competition and achieving sustained,rapid transformation and development.In view of Zij in Rural Commercial Bank's personnel situation,that is,young employees occupy over 60%of all employees and 80%of them work in the first line,how to build an excellent team of young employees,stimulate their senses of responsibility and innovation and fully arouse their initiative to strive for the bank's development has become a top priority of the bank's human resources strategy.Domestic and international employee incentive mechanism-related theories are analyzed and summarized through literature review and data statistics to obtain scientific,employee motivation theory.Opinions,suggestions and evaluations of the bank's young employees on job responsibilities,skills training,promotion,pay and benefits and other aspects are collected.It is learned in all young employees that newcomers care about salary and job stability,that those with job experience and working skills focus on career promotion,and that those in management positions for a sense of accomplishment.The bank's young employees are divided into first line of young employees and young leaders by stages of their careers.The three groups are respectively studied with the use of the demand theory and corresponding job incentive measures are designed according to their different demands.Then on the basis of the hygiene-motivational factors theory,problems with the bank's employee incentive mechanisms such as salary system,assessment methods and training and management are analyzed,including hygiene factors of pay and benefits as well as motivators of promotion channels and sense of achievement.It is found that low work enthusiasm,weak sense of belonging and increasingly higher turnover are real,huge obstacles to the healthy development of the bank.Seven improvement measures are thus proposed as follows:first,establish and improve the remuneration system;second,perfect the benefits system;third,optimize staff's work environment;fourth,broaden young staff's promotion channels;fifth,achieve differentiated incentives;sixth,improve mental incentives;seventh,enhance the corporate cultural building.The study presents a case study of young employees in Zijin Rural Commercial Bank.It points out problems with the bank's incentive mechanisms by analyzing different demands of various groups of young employees,and gives opinions and suggestions for its improvement by using relevant scientific theories and successful experiences of its peers.The purpose is not only to stimulate the enthusiasm of young employees about work and learning but to enhance the human resources management of the bank through effective measures,so that the bank can establish a positive corporate image and achieve sound,rapid development.