Improvement On General Employee Incentive System Of ICBC Changchun Branch

Since the reform and opening-up policy,China's economic development leads a acceleration of transformations to financial industry constantly.Among them,state-owned commercial banks play a significant role in our financial system.Serving as state-owned commercial banks,it is the responsibility of them to comply with market changes and economic evolution,and focus on customer-centric business strategies.As an enterprise,the bank is still an indispensable factor and cornerstone in its establishment and development.In the Human Resources management,it is a circle that the policy makers draw up reward mechanism in order to drive the motivation of their staff,the motivated staff brings profits to the company,and the profits contribute to the company's development in return.However,with the rapid development of economics and technology,the staff generate multiple requirements from learning new things.Especially the grassroots employees of state-owned commercial banks,they are not satisfied with immeasurable targets and goals,as a result,it is easily to have negative and slack impact on their work.At present,the current incentive system in state-owned banks is not sufficient to meet the needs of employees and to solve the negative working conditions of employees.It cannot achieve the purpose of exchanging employees' loyalty,improving employees' mobility and working enthusiasm,and cannot form effective incentives for employees.Therefore,it has a significance of the improvement and development of state-owned commercial banks in the future through improving incentive system to motivate employees and help to realize their self-fulfillment.This thesis focuses on the current situation of human resource management of ICBC Changchun branch.It will discuss difficulties and burdens of the grassroots employees in their daily works,and disagreement and opinions on current incentive system.Through the interviews of grassroots employees of different duties,ages andpositions,studying and analyzing their doubts and passive attitudes towards position statements,compensation and promotion prospect by reading human resource management books and employees motivation articles for reference.The passive attitudes will cause negative sabotage temptation,low work efficiency and high quit rate.The enterprise loses staff cohesion eventually.It leads to adverse impacts on the stabilization and development of the company.ICBC Changchun branch's human resource management of grassroots employees is representative among the state-owned commercial banks.The thesis gives opinions and suggestions on position statement,compensation,team construction and career development of ICBC Changchun branch grassroots employees.Adjusting the setting of position duties,hiring the suitable employees in the right position,and helping them achieve self-worth;establishing a separate impartial and scientific performance assessment system by departments and positions,promoting the employees' mobility and enthusiasm in achieving the revenue target.Attaching importance to staff training program,improving the staff's professional skills,marketing capabilities,risk management,and management ability through training.Meanwhile,teamwork is a work and project management tool that helps teams improve collaboration,visibility,accountability and ultimately results.For the measures mentioned above,the thesis also provide safeguard measures for implementation that is clearing responsibility and obligation of the staff,integrating the staff and enterprise values,keeping the consistency of the employees' benefits and company objectives,driving the steady advancement of the company in the future.