Research On The Optimization Of Counter Staff Incentives In NJ Bank

Beginning in the 1980s,the world economy began to transition to the service economy,service industry has become an important driving force for China’s economic development and employment.The financial industry as an important part of the service industry,plays an important role.With the domestic market to the world continue to open,the domestic banking-led financial industry will face a huge challenge.At the same time in recent years,the development of the Internet,the traditional banking industry has been a huge challenge,the industry is not optimistic about the future development.NJ Bank wants to maintain the traditional dominant position in the Internet and continue to develop,enhance competitiveness,need to manage and cultivate good talent.This article is to study the counter staff,the bank is a particularly special class of talent.They are engaged in the most basic work of the bank,often contact with customers.Counter staff attitude and enthusiasm not only affect the performance of the bank,but also to the customer is the most direct impression of the bank,and a better corporate image is the service industry important intangible assets.This paper first puts forward the problem of research background,research purpose,summary literature and so on,that is,NJ Bank should pay attention to the counter staff incentives.And then the analysis of the issues raised,analysis of NJ Bank staff counter to the status quo,found that the existing counter staff incentives for material incentives,less spiritual incentives.And then use the form of questionnaire survey,NJ bank counter staff on-site investigation and found that the existence of performance appraisal system and the results of the use of imperfect;lack of career planning,promotion mechanism is not perfect;implementation can not be implemented,the lack of continuity;Improvement;incentive delay and so on.Finally,on the basis of investigation and analysis,the author puts forward the idea of optimizing the incentive scheme:the material incentive is to optimize the salary distribution system,optimize the performance appraisal and evaluation criteria.The spirit incentive is to optimize the training mechanism,perfect the promotion mechanism and create a good job surroundings.Finally,in order to guarantee the implementation of the incentive mechanism,some safeguards are needed.The following measures are put forward:perfect the function of human resource management,establish dynamic incentive evaluation system and short-term incentive and long-term incentive.