A Study Of Incentive Mechanism Of Y Rural Commercial Bank Teller Based On The Two Factor Theory

Teller is the origin of bank value creation.Y Rural Commercial Bank was reformed from the previous rural credit cooperatives.The current incentive mechanism of it is imperfect.This thesisattempt to reflect the incentive status and problems of the whole enterprise through the study of the incentive mechanism of the teller in Y bank and the proposed optimization strategy for the teller incentive mechanism will provide ideas for the whole bank.First of all,the questionnaire survey method was used to investigate the data on the incentive needs and satisfaction of the Y Rural Commercial Bank teller group.This will provide the data support.Then this thesis will have a deep discussion conducted on the current situation and existing problems of the bank teller incentive mechanism.Statistics show that there are many problems in terms of hygiene factors: unreasonable salary and welfare,rewards and punishments system is not standardized,internal communication obstacles,dissatisfaction with working and living conditions,unreasonable training mechanism,etc.In terms of incentive factors,problems are: some employees think no future in the job,no sense of accomplishment,difficult to obtain leadership recognition and promotion channel is single.Secondly,analyze the reason behind the incentive mechanism of tellers in Yrural commercial bank.The reasons for dissatisfaction in hygiene factors are:(1)the objective problems of lack of guarantee of teller's leave,lack of implementation of reasonable subsidies and neglect of remote outlets.(2)pay attention to the supervision after the event,the evaluation criteria of inspection and counseling personnel are different;Pay attention to economic punishment and ignore the spiritual reward;The rules and regulations are not perfect.(3)the communication mechanism is not coordinated.The reason is that the teller's job characteristics and communication channels of a single.(4)working and living conditions need to be improved.In the objective factors,over 60% of Y Rural Commercial Bank employees work in township network,with the distance the farther the staff to work and life requirements are higher.(5)the training time is unreasonable,the contents of training are single and the training is mere formality,etc.There are some reasons for the problems in the incentive factors.(1)the personnel and posts do not match,and the post replacement system is not perfect.(2)the lack of spiritual motivation,the management focus on teller is biased,and it is difficult to meethe demands of highly educated teller for personal development.(3)young employees generally have strong enterprise,promotion channel is single,communication is not smooth.(4)lack of teller career planning training,slow job transfer and low learning opportunities.Finally,combined with the history and current situation of Y rural commercial bank,the optimization strategies are put forward for hygiene factors and incentive factors respectively.The measures to improve the hygiene factors are:(1)to establish a multi-level salary system,and improve the welfare system.The welfare system can be optimized by perfecting the teller's leave system,giving reasonable overtime allowance,and considering granting traffic allowance.(2)standardize the system of rewards and punishments.Specifically,to improve the rules and regulations of enterprises.In the supervision and inspection,it is necessary to combine rewards and punishments,and uniform inspection standards.(3)improve interpersonal relationships.We can improve the interpersonal relationship by strengthening the construction of internal communication mechanism and strengthening the staff communication between branches.(4)improve the working and living environment.By increasing infrastructure construction and investment in dormitory facilities.(5)to strengthen the construction of enterprise culture.There are three suggestions in this regard:strengthening vision goals,optimizing management model,and improving staff quality.(6)improve the training mechanism.The current training mechanism can be optimized by reasonably arranging training time,enriching training contents and diversifying training forms.In terms of incentive factors,the optimization strategies are:(1)pay attention to career planning.(2)post dynamic management.It is necessary to strictly implement the network internal rotation system,in addition to the position of employees to combine with their career planning.(3)give play to the promotion incentive.There are three suggestions: broaden the promotion channels,optimize the internal promotion channels,and pay attention to the training and use of reserve personnel.(4)enhance the sense of responsibility.In order to ensure the effective implementation of the incentive mechanism optimization strategy,three corresponding guarantee conditions are put forward:(1)managers should improve the awareness of strategic human resources management.(2)establish an effective communication mechanism.(3)establish the organizational structure guarantee.