The Research On The Improvement Strategy Of M Commercial Bank D Branch Customer Manager's Salary Incentive

China's economy has gradually changed from high-speed growth to high-quality development.Due to the slowdown of economic growth and the influence of Internet Finance and other factors,the commercial banks in many regions began to decline in revenue and net profit,and the phenomenon of non-performing loans gradually increased.In the current financial market development environment,commercial banks must enhance their core competitiveness and attract and retain professional marketing talents to adapt to the fierce and complex industry competition.From the perspective of commercial banks,talent competition has become one of the most important competitive factors in addition to customer competition.Talents with stronger comprehensive ability are also the targets and resources for commercial banks to compete with each other.Among them,the customer manager is not only the marketer of commercial banks,but also the maintainer of the relationship between commercial banks and the outside world.Whether financial products sell well and whether customers are satisfied is directly related to the development of banks.The customer manager system has played an important role in the development of D branch of M commercial bank.Under the new economic conditions,there are some problems in the compensation incentive system of customer managers in D branch of M commercial bank,such as the weak market competitiveness of the compensation level,the lack of internal incentives and so on.Therefore,the D branch of M commercial bank should formulate the human resource strategy matching with the bank's development strategy,optimize the compensation system,do a good job in the compensation plan and total amount management,improve the compensation incentive scheme,and implement the corresponding compensation incentive reform supporting measures.