Research On The Optimization Of Salary Incentive Mechanism Of BC Bank In Shenyang Branch

Entering the twenty-first Century,the world has become the era of talent.With the continuous development of China's economy,the demand for talent in all walks of life is also increasing,and the main way to attract and retain talent is salary.Therefore,salary incentive for the enterprises at this stage has become very important.How to set up an excellent salary incentive model,not only to ensure the interests of enterprises,but also to attract talent,has become the top priority of enterprise development.Especially in the fast-growing financial industry,facing the increasingly fierce competition for talents,it is necessary to constantly adjust the salary incentive model to meet the needs of talents for salary and promotion channels,so as to remain invincible in the competition,and to provide a comforTab.and belonging job for talents.Industry environment,for employees who have a sense of responsibility for the enterprise.BC Bank Shenyang Branch has jurisdiction over 12 districts and counties,nearly 150 secondary branch business outlets,100 self-service business halls,more than 8000 employees.With the fierce competition in the banking industry,BC Bank Shenyang Branch's profit is generally low,the average monthly performance of 1100 yuan,due to low wages,so the enthusiasm of employees for the work is not enough,resulting in a loose work attitude and other situations.Moreover,the hard working staff are not very different from the employees who have been on vacation for a long time or are late or early.According to this situation,to improve the compensation incentive level of BC Bank Shenyang Branch can improve its competitiveness in the industry.Whether the compensation incentive mechanism of BC Bank Shenyang Branch is scientific and effective directly affects the efficiency of the bank.This paper is divided into five chapters,first introduces the background and research status of the subject,and then analyzes the relevant theories used in this paper;through the analysis of the above status and theory,pave the way for the main content of the third chapter.The third chapter introduces the situation of BC Bank Shenyang Branch,and then analyzes the current situation of its compensation incentive mechanism.In the process of analysis,the paper makes a further investigation on the compensation incentive mechanism of BC Bank Shenyang Branch by means of questionnaire survey,so as to find out the current problems: the compensation of BC Bank Shenyang Branch.The incentive mechanism lacks strategic,long-term,open,and the incentive incentive mechanism is not perfect.According to these problems,this paper optimizes the incentive incentive of BC Bank Shenyang Branch,first of all,clear the optimization objectives and ideas,establish a strategy-oriented salary model,scientific long-term salary incentive,and salary incentive.The fifth chapter optimizes the salary incentive incentive mechanism from three aspects: the early work,the medium-term implementation and the late improvement.The main purpose of this paper is to improve the compensation incentive mechanism of BC Bank Shenyang Branch,to maximize the enthusiasm and creativity of employees,thereby improving the efficiency of BC Bank Shenyang Branch,and laying a foundation for the long-term development in the future.