Research On Employee Incentive System Of Qu Jing Silver Circ From The Perspective Of Psychological Contract

The pressure of financial supervision system reform coupled with the uncertainty of the external economic environment changes,the reform of circ is imminent,and the most important task is the reform of personnel system.The supervision work of QuJing bank insurance supervision sub-bureau begins to transform,the stability of unit talent team construction is the premise to ensure the smooth work.Modern human resource management believes that the needs of employees are constantly upgrading,so the traditional labor contract has only a modest effect on their work motivation.The establishment of an unwritten psychological contract relationship between them and the unit can make up for the shortcomings of the traditional incentive method.Based on the psychological contract theory and incentive theory,this paper studies the incentive problem of employees in QuJing silver circ.First through the questionnaire survey analysis of QuJing silver circ protects inspect bureau to the worker's incentive status,found that workers in the company's mission pay satisfaction,promotion mechanism and the humanities environment three aspects are low,and the related psychological contract dimension is a relational,transaction type and developmental respectively,these three aspects of the psychological contract relationship build conducive to the improvement of employee satisfaction.Then,based on the analysis of the actual situation,it is found that the transactional incentive problem focuses on three aspects: the mismatch of salary and welfare,the unfair task arrangement and the formalization of extra work.The problem of developmental motivation focuses on the promotion mechanism of "official standard",the training with weak pertinence and the lack of career planning guidance.The problem of relational motivation focuses on three aspects: weak humanized working environment,contradictory and frictional personnel relations and rigid organizational culture.Finally,based on the analysis of the survey data and the actual situation,this paper designs the incentive strategies for employees.The transactional incentive strategiesinclude fair and competitive salary management and scientific and fair performance appraisal system.Developmental incentive strategies include reasonable promotion mechanism,differentiated employee training programs and providing career planning guidance.Relational motivation strategies include building a "people-oriented" organizational culture and creating a harmonious interpersonal atmosphere.