Study On The Optimization Of The Compensation Incentive System Of The Bank Of China Business Sub-branch

The financial industry core theisindustry in the modern economic system,the commercial importantmost theisbank part of financial the industry,and business the sub-branch is the basic and basicmost organizational commercial theof form bank,and it is the customer service of the commercial bank.The terminal in which the product is sold.Even if the electronic banking business,the trend of networking is constantly strengthened,but have a wide range of functions,fully staffed business sub-branch is still an important means for commercial banks obtain to competitive advantage.The incentive ofon constructi system is the core link of the management of commercial banksundefined grass-roots institutions.A scientific,efficient and reasonable incentive system will promote the employees at all full give tolevels play to subjectivetheir initiative and enhance the operating performance and network competitiveness of the operating branches.Based on this,this paper studies the incentive system of commercial bank operating branch.After more than a decade of development since the reform of the stock market,Bank of China has basically established a modern human resources management system through human resources reform,but the relevant mechanisms have been implemented in practice.In particular,there are still many problems and deficiencies in the business sub-branch of salary incentive system at the most basic level.In recent years,the branch of PX has been affected by the local economic transformation and the adjustment of its own business structure,the growth rate of business development has slowed down,and the operating efficiency has been improved insufficiently,thus entering a bottleneck period and a critical period.Among the business sub-branches under its jurisdiction,it also faces the problems of heavy tasks,heavy work pressure,loss of some employees,lack of initiative consciousness,insufficient enthusiasm for work,insufficient organizational cohesion,etc.One of the important reasons for these problems is that the overall effect of salary incentive is not very ideal.Therefore,how to improve and optimize the salary incentive system for the business sub-branch and the basic level employees is the realistic problem that PX Branch is facing.This paper is based on the operating and management situation of the operating branches within the jurisdiction of the PX Branch.The issue of salary incentive of the operating branches is a common problem in the state-owned commercial banks at present.This paper relates to the actual situation of the PX branch of the Bank of China at present.By using advanced concepts management and industry for experience reference,this theexplorespaper establishment more a of scientific,and reasonable effective incentivesalary system,stimulates the potential and work enthusiasm of grass-roots staff,and puts forward the wideband salary and dynamic compensation for the employees of operational grass-roots organizations.The incentive and improvement countermeasures such as valuation salary are not only of great practical significance to the human resource management of PX branch,but also to the development of other banks.