Research On The Optimization Of Salary Incentive System For Grassroots Employees In W Village Bank

With the deepening of economic globalization,the competition in the financial industry is fierce.Only by strengthening the internal management and stimulating the internal driving force of development can we seize the opportunity in the competition and obtain the inexhaustible driving force for high-quality sustainable development.For W Village Bank,it is necessary to optimize the salary incentive system,make up for the shortcomings of human resource management,and improve the work initiative and enthusiasm of employees.Due to the short time of establishment and the reasons of system and mechanism,W Village Bank lags behind in terms of human resource management,it is still in the exploration stage,especially the salary management system is relatively backward.The lack of effective incentive system in the work of employees will affect their work initiative,enthusiasm and initiative,affect the work efficiency,and then affect the development of the whole bank.This thesis studies and analyzes the problems existing in the salary incentive system of grass-roots employees in W Village Bank,based on a series of theories on salary and salary incentive,this thesis analyzes the current status of the bank’s salary incentive system,and sorts out the existing external salary incentive system.There are two problems in the lack of intrinsic compensation incentives.Based on this,combined with the actual situation of W village and town banks,External remuneration incentives are adjusted from the direction of improving the salary structure,salary ratio,bonus and post allowance system,etc.,while internal remuneration incentives are optimized from the aspects of job planning,adjustment of post time,improvement of promotion mechanism and spiritual rewards,etc.Through the comparative analysis of the compensation incentive system optimization effect evaluation.Finally,to ensure W village Bank grassroots staff salary incentive strategy smooth implementation,this thesis designs a series of safeguard measures from the aspects of strengthening grass-roots employees’ ideology,improving organizational management,performance appraisal,and strengthening publicity and complaint feedback.The level of compensation and incentives was further improved.