Research On The Optimization Of Incentive Scheme For Base Staff Of Bank A And Branch C

At present,although the state-owned commercial banks with BOC,ABC,ICBC,CCB and BOCM as the main body are in the leading position in the industry in terms of asset scale,financial technology development,etc.,there is still a lack of progress in the internal human resources management innovation,especially the incentive problem of base staff.Although base staff do not participate in the bank’s business decisions,they directly face customers,and their work enthusiasm is directly related to customer satisfaction and loyalty,and ultimately affects the bank’s business performance.Therefore,in order to make the bank develop healthily in the long run,we must pay attention to the incentive of base staff.As far as Branch C of Bank A is concerned,the Bank has long been plagued by problems such as the floating hearts of base staff,poor working attitude,and frequent job hopping.This problem has seriously affected the Bank’s market competitiveness,and has become one of the key incentives for the rapid decline of the Bank’s performance ranking in the province in recent years.In order to reverse the unfavorable situation of operation,it is urgent for the bank’s managers to sort out and optimize the existing incentive schemes for base staff.The main contradictions faced by Branch C of Bank A at present are:(1)managers lack awareness of the factors that affect employees’ work enthusiasm;(2)Among several factors that affect employees’ enthusiasm,it is unknown which factors are the most important.Based on this,the main research objectives of this paper are:(1)to explore a number of factors that affect the enthusiasm of base staff of Bank A Branch C;(2)Explore the relative importance of these factors,and then propose an optimization scheme on this basis.Based on the process incentive theory,content incentive theory,behavior transformation theory,principal-agent theory and performance management system theory,this paper discusses the factors that affect employees’ enthusiasm from the two main lines of material incentive and spiritual incentive.On the basis of identifying several factors that affect material incentive and spiritual incentive,a questionnaire survey on satisfaction and importance was conducted.The factors identified in this paper include:the level of salary and bonus,the transparency of bonus distribution system;The identified influencing factors of spiritual motivation include: the rationality of employee promotion process,the rationality of business resource allocation mechanism,whether to carry out employee career planning,and honor reward mechanism.The results of the satisfaction questionnaire show that the employees are satisfied with the welfare except for the salary and bonus,and are dissatisfied with other factors;Among various incentive influencing factors,the top four categories of perceived importance of employees are salary and bonus compensation,bonus distribution system,position promotion mechanism,and welfare.According to the research conclusion,this paper puts forward optimization suggestions from both material and non-material incentives.Suggestions on material incentives are:(1)adjust the post structure to improve human efficiency and pay;(2)Establish KPI assessment system of team sharing system;(3)Set up the team member assessment system of core talent incentive coefficient;(4)Establish an effective salary communication mechanism.The suggestions on non-material incentives are:(1)to develop a performance oriented rank promotion system;(2)Optimize the competitive recruitment process for management positions;(3)Establish business resource allocation system;(4)Clarify the horizontal and vertical channels of employee career development;(5)Enrich honor incentive methods;(6)Improve the working soft environment.