Study On The Optimization Of Employee Incentive Mechanism In Anguo Rural Commercial Bank

Under the new situation of economic and financial globalization,diversified financial development,and gradual deepening of financial reform,traditional Chinese commercial banks are facing multiple challenges such as interest rate liberalization,the Internet finance,and financial disintermediation,the competition in the banking market is fiercely intensified.After the successful restructuring,Anguo Rural Commercial Bank has greatly improved its mechanism compared with the rural credit cooperative period,but compared with the state-owned commercial banks,joint-stock commercial banks and other large and medium-sized commercial banks,there are still problems such as rigid operation mechanism,relatively single financial products,backward internal management mechanism,etc.,and it is at a disadvantage in the market competition.Nowadays,the core of competition in modern enterprises has turned to competition for talents.The characteristics of human resources as the first resource of enterprise development are more obvious,while motivation is the core function of human resources management,plays a vital role in attracting and retaining talents,enhancing cohesion and combat effectiveness,and ensuring sustainable development of enterprises.In this paper,Anguo Rural Commercial Bank as the research object,first of all,from different aspects,summarizes the research status of incentive mechanism at home and abroad,expounds the related concepts and types of incentives,the connotation and role of incentive mechanism,and the main theoretical analysis tools used.Secondly,on the basis of understanding the overall situation of Anguo Rural Commercial Bank,by using the methods of case study,questionnaire survey and statistical analysis,this paper summarizes four incentive measures,including salary and welfare incentives,performance appraisal incentives,career development incentives and spiritual and cultural incentives.It analyzes that there are six problems in the staff incentive mechanism of the bank,such as the lack of independent human resources management departments,medium and long term salary incentive means are single and lack of fairness,lack of incentives in the welfare system,the unscientific andimperfect performance appraisal incentives,the lack of adequate career planning and management,and inadequate awareness of spiritual and cultural incentives.To solve the problems,this paper puts forward six optimization schemes,such as optimizing the organizational structure of human resource management,improving the medium and long-term salary incentive mechanism,improving employee welfare incentive model,improving the incentive mechanism of performance appraisal,strengthening the management of career planning for employees,paying attention to the construction of spiritual and cultural incentive mechanism.In order to ensure the smooth implementation of the optimized staff incentive mechanism,three safeguards are put forward.This paper aims to build a scientific and reasonable staff incentive mechanism to provide strong support for personal growth and long-term development of banks.