Research On Optimization Of Staff Incentive System Of People’s Bank Of China At The Grass-roots Level Based On Two-factor Theory

The People’s Bank of China is not only the national administrative office of our country,but also retains the attributes of a professional bank.It is a special public sector established by the Party and Government.As the nerve endings of the People’s Bank of China,the grass-roots central banks are the foundation and guarantee for the People’s Bank of China to implement currency policy and maintain local financial stability.However,from the perspective of the operation of the employee motivation system,there are many problems in the grass-roots people’s bank at present,such as unscientific appraisal and promotion mechanism,unbalanced salary distribution,and unguided career planning,which lead to the lack of positivity and subjective initiative of employees.Faced with the complicated and changeable economic and financial situation at home and abroad,how to improve the motivation system to improve the performance level of the employees has become an urgent problem for the managers in the grass-roots people’s bank.This paper takes the two-factor theory as the theoretical tool,takes the literature analysis method,the interview research method and the questionnaire method as the starting point,takes the L Central Sub-branch of People’s Bank of China as the main body,and takes employee motivation as the starting point to carry out research.Firstly,this paper used literature analysis method to sort out the research of experts and scholars about personnel motivation in public sector,the application of two-factor theory in public sector and the motivation research of PBOC,and systematically elaborated the theoretical research framework and the personnel motivation measures mainly adopted by the L Central Sub-branch of People’s Bank of China.Secondly,combined with the research results of interview research method and questionnaire survey method,the main problems of the L Central Sub-branch of People’s Bank of China motivation were identified from the two levels of two-factor,i.e.motivation and health care factors,i.e.irregular performance appraisal,restricted personal development,ineffective salary incentive,increased work pressure,and poor operation of supervision and disciplinary mechanism,and the reasons were analyzed.Finally,in view of the causes of the problems,we put forward the countermeasures and suggestions to optimize the the L Central Sub-branch of People’s Bank of China-incentive system,such as making career planning according to the material,optimizing promotion mechanism,establishing personalized performance appraisal system,giving full play to the role of incentive part in salary,maintaining good working soft environment and strengthening supervision and incentive,which provide reference and inspiration for the grass-roots central banks to effectively carry out This will provide reference and inspiration for grassroots central banks to effectively carry out staff motivation work.