The Study Of The Grassroots Employees Motivation In Chongqing Branch Of M Bank

Banking industry is the foundation of modern financial system, and it is very important to the national economy. Under downward pressure of the new normal economy, commercial bank has been faced with the market-oriented interest rate, internet finance and financial disintermediation. So the transformation of banking industry is imminent. It is an important subject that how to improve internal management and how to get benefit from management. The level of management greatly depends on human resource management. Grass-roots employee is the biggest group of the bank staff. So it is the key of the human resource management of the bank how to motivate them to work hard and efficiently. But in reality, the grass-roots staff have less voice and they are hard to attract the attention of management. These make them can’t work efficiently and even lead to good employees to resign. To cope with the pressure of the transformation of the enterprise, M Bank Chongqing Branch take the initiative to change of human resource management mode in recent years. They ventured into how to build grass-roots staff incentive system and have acquired certain effect. The extensive information management business of the bank and retail have got rapid development. However, as the economic downward pressure increase and the acceleration of marketization of interest rate, combined with the decline in asset quality to the Midwest, The incentive mechanism problem of the grass-roots staff to M Bank Chongqing Branch is severe. It needs to be strengthened and improved.This paper attempts to expand research in the following ways: based on motivation theory, lower-level managers from improved incentives to improve incentives for junior staff of two aspects, namely research and discussion, make recommendations, which can not only ensure targeted discussion, but also can make it a complete system. Look from the current status quo, M Bank branch in Chongqing, employee motivation, whether it is lower-level managers or motivate frontline staff are still many deficiencies, lack of employee motivation, means a single focus blur etc. exist in varying degrees, need through motivational strategies improvements to enhance the sense of belonging and a sense of participation in competitive junior staff. In the design of incentive policies, domestic and foreign banks to fully draw or advanced experience with similar industry, propose targeted, practical approach, trying through various means, the extrinsic and intrinsic motivation incentives combined stand up.Therefore, this paper include the following parts: Firstly, the existing incentive theories are summarized based on the reading and sorting of literature. And the current situations of motivation of grass-roots staff of bank especially joint-stock banks are briefly analyzed in the background of economic slowdown. On this basis,grass-roots staff of Chongqing Branch of M Bank are selected for the study of motivation mechanism using a variety of investigative techniques(such as questionnaires type, style interviews and site visits, etc.). Through the analysis of investigation material,the deep aspirations of the grassroots workers are truly understood, and the following problems need to be improved: Low-level employees’ incentive to implement efficient, low performance appraisal satisfaction, motivation in the form of a single, staff training failed to play a supporting role, poor remuneration and corporate incentive effect is not strong sense of cultural identity. Combined the reality of bank, the specific causes of these problems are analyzed. They include weak incentive-based management foundation, mismatch between the performance assessment and the motivation of the junior staff, Not establishing an incentive system based on the diverse needs of employees, the discordance between staff training and motivation of employees, the lack of market analysis of remuneration system and imperfect enterprise culture system construction. To solve the above problems,six solutions in this paper are proposed. Firstly,perfect the grass-roots organization and staff management system. Secondly,improve performance appraisal system of the staff, and make it match with the incentive mechanism. Thirdly, establish diversity demand incentive system. Fourthly,strengthen the incentive effect of grass-roots employees. Fifthly,optimize the compensation system. Finally, strengthen the construction of enterprise culture. Meanwhile,other related measures such as system security, environmental protection, institutional guarantee and safeguards system are also made in this paper to make the new system more effective..