An Analysis Of Incentive Problem On The K Bank Non-marketing Staff

After joining the WTO, in accordance with the agreement to join the world trade organization, China’s financial industry opening to honor commitments, financial policy update and reform, foreign banks into China’s financial market to reduce the threshold. The entry of foreign banks, the banks not only by the impact of financial business, also faces a huge loss of talent. Today,"talent is the first resource", how to attract talents, retain talents, positively and effectively develop talent, has become the first priority of domestic banks in continuing operation, rapid development, enhancement of the financial market’s competitiveness.Generally, positions of the bank staff are divided into marketing and non-marketing. Marketing is mainly the customer manager; non marketing is divided into the first-tier business operations staff and the second-tier professional technical staff. On the surface, the marketing staff is the major creator of the bank profits, but the values created by the non-marketing staff for the bank are often overlooked, and the study of the incentive problem of non-marketing staff is lack of attention. But in fact, staff from non-marketing class played a very important role in the operation and development of commercial banks, especially the reception staff from non-marketing class. Since these staffs face the customers directly every day, they play an active role in the service of customer and the maintenance of customer relations. With the commercial bank all-involvement marketing concept gradually popularized, non marketing staff not only bear the specific operation, part of personnel involved in the marketing time has even exceeded its specific operation time, the potential value and the actual value created for the commercial banks is increasingly prominent. However, due to the unequal distribution of salaries, imperfect promotion system, large differences on flexibility of the job, these inequality factors lead to the non-marketing staff job enthusiasm is not high, and eventually cause serious brain drain problem.In this paper, Under all-involvement marketing perspective, according to the K branch of the Bank of China on the basis of non marketing staff incentive problems, application of western incentive theory, design systematic optimization scheme, so that the staff can play his value to the greatest extent and create more business.