Research On Incentive Problem Of Junior Staff In M Bank

With the development of China’s financial industry,if banks want to maximize their own interests,they need to constantly stimulate the enthusiasm and ability of employees,and constantly meet the requirements of employees,so as to maximize the enthusiasm of bank employees.As the backbone of the bank,the grass-roots young employees must guarantee the development of the grass-roots young employees in the bank and motivate the internal employees of the bank if the bank wants to continuously acquire the ability of the employees and tap the potential of the employees.Effective incentive strategies for young employees at the grassroots level play an important role in the development of talents.The effective incentive to the bank’s junior staff is one of the core contents of the bank’s human resource management,which becomes the weight of the bank in the talent competition strategy.In view of the important significance of the effective incentive to the grass-roots young employees in the management of the bank,how to find the problems in the incentive work of their own employees,so as to constantly improve their incentive strategies for grass-roots young employees has become the focus of the human resources work of the bank at this stage.In view of the positive significance of the incentive mechanism for the development of the bank,this paper analyzes the current situation,existing problems and reasons of the incentive mechanism for the grass-roots young employees of bank M on the basis of the analysis of the incentive connotation and relevant incentive theories.Through the research,we found that the existing incentive effect is not satisfactory,and did not achieve the expected effect.At present,there is unreasonable performance appraisal and salary structure,training incentive is not effective and the career development of the grass-roots young employees is lack of strong support.The incentive environment of enterprises lacks inspiration.This is mainly caused by M bank’s neglect of performance appraisal construction,insufficient investment in training incentives,lagging cultural environment construction and lack of responsibility of senior management to care about the career development of grass-roots young employees.Therefore,aiming at the grass-roots young employees of bank M,this paper puts forward the incentive strategies from four aspects:performance appraisal and salary structure,training incentive,incentive environment and career development.So as to enhance the core competitiveness of M bank and promote its sustainable development.