Research On Compensation Incentive Of Sales Staff Of Minsheng Bank Xiamen Branch

In recent years,under the background of globalization,China's financial market has been further opened up,and Minsheng Bank has had to face the fierce competition between the global financial industry and its domestic counterparts.As a special service industry,the competition of commercial banks is the competition of financial talents.The instability of the sales force has become one of the troubles in the development of the Xiamen Branch of Minsheng Bank.It has become one of the urgent problems to be solved by further perfecting the existing compensation system of the sales staff of Xiamen Branch of Minsheng Bank so as to make it effective incentive and restraint to the sales personnel and maintain the stability of the sales force.This article uses questions volume survey method,literature research method and other methods,starting from the actual situation encountered by sales personnel,focus on the analysis of Minsheng Bank Xiamen Branch sales staff compensation incentive problems.Through the research of this thesis,the following conclusions are obtained: the main problems existing in the salary incentive mechanism of Xiamen Branch at present are the mismatch between the salary strategy and the enterprise management strategy,the unreasonable design of the salary system,the lack of flexibility and pertinence of the incentive content,and the lack of rigorous implementation of the salary system.In view of the existing problems,this thesis combines Maslow's demand theory,two-factor theory and so on,grasps the most basic information through the questionnaire,studies the origin of the problem,analyzes its essential reasons from the salesperson's own needs,and puts forward the targeted problem countermeasures,which aim to help Minsheng Bank Xiamen Branch to respond to the special governance requirements of the state regulatory authorities;secondly,there are also beneficial to enhance the need of human resource management in Xiamen Branch of Minsheng Bank;moreover,through the research of this thesis,it can provide similar research examples and experience sharing to other peers;finally,it is hoped that the current commercial bank sales post salary incentive theory research is supplement.