Research On Employee Incentive System Of Z Bank S Branch

As China's economic development enters a new era and the market competition in the financial industry becomes increasingly fierce,foreign Banks and local commercial Banks,relying on their efficient incentive system,have attracted senior management talents,business backbone and excellent staff of traditional state-owned commercial Banks,resulting in a large number of loss of state-owned commercial Banks' talents and high-quality customers.Z bank S branch also faces these severe challenges.From the perspective of the bank itself,Z bank S branch started late and has been following the original employee incentive and training mode.It has little investment in the establishment of the new incentive system,and the employee incentive and training is still in the primary development stage.Compared with other Banks with competitive advantages,it still has big deficiencies.Therefore,for the newly established Z bank S branch,how to improve a reasonable employee incentive system,cultivate,retain and attract talents,explore the value of internal employees and enhance the core competitiveness of the bank is an important issue that Z bank S branch needs to solve.Firstly,this paper introduces the current mainstream incentive theories,including maslow's hierarchy of needs,herzberg's two-factor theory,fromm's expectancy theory,skinner's reinforcement theory,etc.Secondly,this paper briefly introduces the current situation and business development of human resources of Z bank S branch.Through questionnaire survey,four elements of employee incentive system are obtained,namely,salary system,promotion system,training system and corporate culture.Again by the bank of Z,S existing staff of survey questionnaire,completed the bank of Z,S staff incentive system satisfaction survey,and through interview employees and employees on case analysis,it is concluded that the bank of the Z,S main problems of staff incentive system,embodied in the salary incentive is not science,including no better reflect the differences of compensation,the plan of the salary incentive and science is not strong,the performance evaluation of efficiency and fair balance weak,unreasonable performance evaluation;The employee promotion system is not perfect,which is reflected in the single promotion channel,unscientific management and promotion,and unclear career planning of employees.Training efficiency needs to be improved,including poor practical training effect and few external training opportunities;The corporate culture system is not sound,including the inability to meet the individual needs of employees,and the weak spiritual motivation.Finally,the incentive system of grassroots employees of Z bank S branch is optimized and designed,and relevant measures are put forward in detail.The incentive system of employees is optimized from the following four aspects:establishing a reasonable and effective compensation incentive system,optimizing the promotion mechanism of employees,improving the efficiency of training work,and strengthening the construction of enterprise culture.