Renrch On The Motivation Model Improvement Of Jincheng Branch Of BOC Based On Satisfaction Survey

Bank of China branch in Gansu Province in recent years is gradually exploring a new practice management model agency-in branches located in Lanzhou, Gansu Province, to build a number of provincial branches of the direct management, with staff fully functional and financial autonomy type of operating directly under the branch. Function directly under the management of branch structure and re-orientation and business process integration and a series of changes on branch employees daily work of the new requirements. Organizational goal structure, subject and process management and staff to adjust the number of changes in the structure, making the existing models need to be adjusted to encourage more businesses and grass-roots network to adapt to the common needs of employees.Jincheng branch management as the pioneer of a new agency to explore more to adapt to market conditions and management, and better able to be recognized and accepted by employees directly under the management of branch staff incentive model is the current operation and development in the face of the urgent need to solve practical problems. Employee satisfaction as a positive impact on their work and initiative of the key criteria for the bank that provides financial products and services, the service sector is particularly important.In this paper, Jincheng Bank of China branch employees as the research object, in incentives to build the model based on the survey, satisfaction survey by the way, collect Jincheng branch staff recognition of the current level of incentives and motivation for different elements of the objective perception of the difference the real first-hand information, found in the staff incentive model in recognition of existing differences in the extent and focus, and motivation as a basis for proposed improvements, and improvements in the organization of the problems encountered in the implementation process and to predict the expected results and evaluation.Thesis conclusion: Jincheng branch employees through incentives to the existing elements of the satisfaction survey results can be seen, the current staff of the bank incentives, the fundamental problem is due to job responsibilities are not clearly defined, and thus with to the performance appraisal system and can not be a good way to pay honor to reflect the job responsibilities and other issues. Within each module to sort out the specific responsibilities of the various types of jobs and work processes, a clear link between the various business relationship with the foundation to optimize design performance and pay system, but also from the training needs analysis, training planning and training effectiveness evaluation three branch in terms of training for systemic thinking and build a complete scientific system, and comprehensive staff training to improve the incentive model Jincheng branch.