Research On Junior Staff Motivation In DQ Branch Of China Construction Bank

Under the situation of financial globalization,the competition in the field of bank is becoming increasingly fierce.The Development is the most important task,the talent is the most important resource.In order to maintain competitiveness and continuous development in the market,Banks should have a good management system to attract and hold the talents.As a traditional well-known commercial bank,the DQ branch of China construction bank has been actively carrying out reform and innovation,and continuously improving the capacity of the staff in recent years.As the junior employees with the largest number of employees in the bank,the junior staff's quality,ability and mental outlook are the image endorsements of the whole bank.How to improve the potential of the junior employees and their comprehensive quality through incentive policies,which play an important role for the long-term operation and development of the DQ branch of China construction bank.According to the ways of finding problems,analyzing and solving,the paper firstly compares the research situation of employee motivation domestically and abroad,systematically studies the concept and related theory basics of employee motivation,and discusses the significance and content of employee motivation.Then,based on the survey of junior staff and the basic facts of the staff in DQ Branch of China construction bank,according to Investigation and individual interview,To understand the motivation system of the current employee.In addition,to design Questions survey about the satisfaction degree of junior staff' motivation.The question survey was handed out and collected by the human resources management department from different junior staff in DQ branch of CCB in different positions,so as to deeply analyze the problems of junior staff' motivation in DQ branch of CCB.Through surveying,we find many problems about staff motivation.such as,low satisfaction level,low salary,Improper motivation training and Unclear career development from junior staff.Through analyzing the problems,the major causes are that single job motivation mode,imperfect salary system,formalized training management and lack of career management.Finally,specific improvement measures are presented for these problems,which are as follows: the combination of various motivation methods,optimizing salary system to improve the competitiveness,the improvement of training management and the enhancement of career management.