Study On The Incentive Problem Of The New Generation Employees Of Y Rural Commercial Bank

Along with our country economic development fully into the new normal phase,with "post-85s","post-90s" as the representative of new generation employees,is the key power of company development,how to fully arouse their working enthusiasm for the company to make contributions to the development of high quality is an important subject of human resource management faces.At the same time,influenced by the development of information technology and modern education,the new generation of employees tend to have obvious personal characteristics in personal character,career outlook,social values,working style and other aspects,and the traditional incentive mechanism of the company is difficult to meet the current development needs to a certain extent.Therefore,for the new generation of employees,the company should adopt new incentive methods according to the new development situation,and fully stimulate the enthusiasm of the new generation of employees through reasonable and effective incentive strategies,and enhance the sense of achievement and enterprise belonging of the new generation of employees.This paper takes Y Rural Commercial Bank as the research object,based on the two-factor theory,analyzes and summarizes the existing problems and causes of the current incentive mechanism through in-depth interviews and questionnaire surveys of the new generation of employees,and puts forward corresponding improvement schemes and safeguard measures.First of all,based on the interview analysis results and combined with the two-factor theory,12 incentive factors were determined to carry out a questionnaire survey on the incentive status of the new generation employees of Y Rural Commercial Bank from two aspects of satisfaction and importance.Secondly,through variance analysis of the obtained data,the influence of personal factors such as different educational background and working years on the incentive effect is found,and the incentive problems caused by individual differences are found on this basis.Thirdly,IPA analysis method is used to extract the key factors affecting the satisfaction of the new generation of employees,and find out the problems existing in the incentive mechanism of Y Rural Commercial Bank and their causes.The results show that there are five key factors that need to be improved in the incentive mechanism of Y Rural Commercial Bank,among which salary and welfare are health factors.Performance appraisal,job achievement,promotion opportunities and training and learning are among the motivating factors.Finally,in view of the factors that need to be improved,the following improvement measures and relevant safeguard measures are proposed based on the actual situation: Optimize the salary system,ensure fairness and openness,improve the welfare system,meet the needs of the new generation,optimize performance appraisal,realize multiple rewards,realize the matching of people and posts,enhance the sense of achievement,smooth promotion channels,speed up promotion,improve the training system,meet the personalized needs.This paper focuses on the incentive system of the new generation of employees of Y Rural Commercial Bank.On the one hand,it broadens the application field of the two-factor theory and IPA analysis,and on the other hand,it is beneficial to the development of the bank itself.At the same time,it has certain reference value for other commercial banks in motivating the new generation of employees.