Research On The Goal Incentive Mechanism Of The Grass-roots Staff In Bei Jing Road Sub-Branch Of The Bank Of Ji Lin

In recent years, with the continuous expansion of the banking market and the growing competition between commercial banks,the focus of competition has moved from drumming up traditional customers to attracting talents. Since 2014, the economy of our country has encountered hard times, and the state-owned commercial banks have faced increasingly slow development, in which process the loss of the talents has become an important factor affecting the development of commercial banks. Since 2010, the major commercial banks have started setting up branches in Jilin City. In the beginning,only a minority of the staff are directly assigned by the supervisor, while most of the personnel are selected from the former clerks in the Bank of Jilin, who are capable and experienced. In the meanwhile, some joint-stock commercial banks have enhanced the chance of talented employee turnover in the Bank of Jilin by providing such temptation as high salary, perfect mechanism and promotion. However, as to the Bank of Jilin, the loss of the talents means a loss of customer resource.The branch of the Bank of Jilin on Beijing road, with a favorable geographical position, excellent talents and rich customer resources, is one of the best branches which have better economic returns. Thus, inline middle managers and experienced employees have become one of the important goals some joint-stock commercial banks try to attract, which has caused very serious brain drain problem during the past three years.These talents' turnover has not only influenced the working enthusiasm of the on-the-job employees, the team cohesion, and the normal operation of the business, but also caused a loss of customer resources, resulting in a decline in the profits of the branch. Besides, due to the effect of the national economic downturn,large foreign trade companies, such as Hao Rong Enterprise have suffered in that the international non-ferrous metal prices keep going down, which has a direct impact onthe loan interest income and credit risk of the branch on Beijing Road.In addition,inline staffs widely complain that the evaluation of the compensation performance appraisal is unreasonable, and the income level does not match the efforts they pay, so their work enthusiasm is not high. In order to arouse the enthusiasm of staff, perfect management system and stabilize the operation, some research has been done to analyze the demands of some junior staff to find out the weaknesses and blank of the inspiration strategy as well as to reorganize and make out the specific plans to inspire staffs of the bank, according to the actual situation of each department and business division of labor.Based on the present situation of the branch on Beijing Road, by researching and analyzing the data of the questionnaire and interview, the author of this thesis has concluded that there are many problems, including not effective incentive mechanism,not proper salary structure, and a lack of enterprise culture construction.According the collected data, the author has put forward a suitable and practical incentive mechanism, by reading a large number of literatures, referring to some advanced management experience of other banks, and combining theory with practice.According to Victor H.Vroom's Expectancy Theory. we found that there is a huge blank area in the incentive mechanism, which seriously influences the staff's working enthusiasm.The incentive mechanism of the branch on Beijing Road is mostly based on punishment, while rewards are just complementary. Besides, the incentive mechanism is made up of quantitative indexes tasks, lacking proper encouragement to communication and enterprise culture. Furthermore, the agreed standard of tasks doesn't apply to all the jobs, and some of the tasks have caused great pressure on the employees.This kind of incentive mechanism results in larger negative effects to the junior staff's working enthusiasm, and doesn't bring about the expected effect.In order to change this situation, the top officers in charge of management in the branch on Beijing Road are trying hard to establish a perfect,scientific and effective incentive mechanism. After trial and error, they have summed up experience and made improvement.Based on the above situation, the design of this thesis is to apply H.Vroom's Expectancy Theory to the management of the branch of the Bank of Jilin on BeijingRoad, improve the management level and put forward a scientific incentive mechanism effectively, as well as to provide an example for other branches of the Bank of Jilin.