Research On Optimization Of Incentive Mechanism For Young Employees In SY Branch Of Z Bank

Due to the continuous spread of the pandemic and the compounding effects of the accelerating changes of the century,the external environment has become increasingly severe and complex.Competition among commercial banks has become fiercer,and the development speed of state-owned commercial banks has slowed down,leading to a decrease in compensation competitiveness and a common phenomenon of loss of young employees in state-owned commercial banks.Young employees are the driving force for enterprise development and the foundation for sustained growth.How to inspire young employees’ work enthusiasm and initiative has become a major challenge for state-owned commercial banks.Drawing on the incentive theory,this paper reviews the relevant literature on incentive mechanism,commercial bank incentive mechanism,young employees and total reword theory.Focusing on young employees in SY Branch of Z Bank,based on the organizational structure,young employee structure and the current incentive mechanism system of the bank,this paper analyzes the problems and reasons for the bank’s existing issues in young employee incentive mechanisms using methods such as surveys and research.Furthermore,the comprehensive compensation model is applied to construct the optimization model of incentive mechanism for young employees in combination with the actual situation of SY Branch of Z Bank,and feasible specific optimization measures are put forward,and safeguard measures are formulated for the implementation of optimization measures.Through the research,it is concluded that:(1)the incentive mechanism of young employees in SY branch mainly has low salary competitiveness and insufficient incentive;Career management is not in place,mismatch between post and education,promotion mechanism channel is not smooth,and horizontal post adjustment is blocked;Incomplete application of performance appraisal results and inadequate implementation of performance communication;Spiritual incentive system is not sound,training content is not rich and other problems.(2)In view of the problems found,this paper puts forward specific measures such as scientific design and optimization of salary and welfare system,improvement of multi-level and multi-directional career development path,strengthening and standardizing performance management and incentive and restraint mechanism,and construction of comprehensive systematic spiritual connotation and training system.(3)According to the optimization suggestions,safeguard measures are formulated from three aspects: technical safeguard,organizational safeguard and institutional safeguard.Through this study,we have effectively enhanced the incentive effect of young employees at the SY branch of Z Bank,promoting the improvement of organizational performance through the enhancement of individual performance,thereby generating a competitive advantage and achieving the organization’s ultimate strategic goals.Additionally,this study has further enriched the research on human resource management in commercial banks,providing effective theoretical research and practical guidance for the improvement of young employee human resource management quality and efficiency in the banking industry.