Research On The Optimization Of The Incentive Mechanism Of The Grass-roots Employees In SF Branch Of Postal Savings Bank

Due to the economic downturn in recent years,pressure intensifies,and the impact of Internet finance,commercial Banks are facing huge challenges.In order to gain a comparative advantage in this fierce competition and improve the efficiency of Banks,commercial bank managers abandon the original concept and pay attention to human resource management.Grass-root employees are very important to the development of commercial Banks and occupy a fundamental and fundamental position.Therefore,the incentive of grass-root employees should be regarded as one of the focuses of human resource management in Banks.But,in practice,because of grass-roots staff in a line position is to serve the customers directly,at the extreme ends of the commercial bank organizational structure,lack of voice,not affected by leadership attaches great importance to,even as machines and tools,combined with heavy work pressure and each task,leading to a lower grassroots employees generally work enthusiasm,work efficiency is low,and the loss of talented people.In order to generally improve the work enthusiasm of grassroots staff and make commercial Banks continue to develop under the current complex financial situation,it is necessary to improve the incentives for grassroots staff and further improve the incentive mechanism for grassroots staff.Postal savings bank,formerly known as postal savings,was established in Beijing on March 20,2007.Compared with other state-owned Banks and joint-stock Banks,its own brand development strength,business direction and mode,product development strength,human resource management and risk control ability are far behind.The problem of human resources is especially prominent,including the shortage of financial talents,technical talents,innovative talents and management talents.Grass-roots staff is undoubtedly the cornerstone of commercial Banks,a good incentive mechanism is a good step to retain talent.As a former employee of SF branch of postal savings bank,I have my own opinions on its shortcomings and shortcomings,and I know that to enhance the stability of branch employees and enhance their sense of belonging to the bank is an important protective barrier for the stable development of the branch in the future market competition and business activities.Therefore,how to stimulate the enthusiasm of grassroots staff to work to the greatest extent,and then improve the core competitiveness of the branch is an important issue that needs to be solved urgently.Therefore,the research of this paper is mainly divided into the following aspects.First of all,to the post office SF,bank branch grass-roots staff incentive mechanism research background,purpose and significance are expounded and analyzed,and through read the literature and summarizing,this paper introduces the development of foreign and domestic incentive theory,and the application status in the banking industry,and focuses on the incentive mechanism of the related concepts,as well as western incentive theory,human capital theory and communication management theory.Secondly,the paper introduces the basic situation of the grass-roots staff in SF branch of postal savings bank,and analyzes the incentive status of SF branch of postal savings bank.The main content of this article is through with the method of questionnaire and interview survey,in-depth understanding of SF,branch grass-roots staff inner real demands and idea,after summarizing and analyzing the results of the survey,SF,post office bank branch is put forward the main problems of the grass-roots staff incentive,such as: from the incentive way more attention to traditional material incentive,performance evaluation index is the high phenomenon,compensation is unreasonable,indicators of training strategic direction is unreasonable,staff promotion channel is narrow,concept of career is not strong,the enterprise culture construction activity is very little,humanistic care enough for grassroots employees,etc.To solve the above problems,brings into play adequately branch grass-roots staff's work enthusiasm and creativity,enhance SF,branch grass-roots staff's sense of belonging and a sense of achievement,make personal goals and branch goals,there must be targeted to take the following measures: basic salary,benefits and performance evaluation mechanism,optimize the grass-roots staff training and development mechanism,and improve enterprise culture and the humanities concern.It is believed that through the effective implementation of these measures,the incentive mechanism of grassroots employees in SF branch of postal savings bank will be effectively optimized,the incentive problem of grassroots employees can be effectively solved,and the incentive effect of grassroots employees will be effectively enhanced.