Grassroots Staff Of Gansu Branch Of Bank Of China Research On Optimization Of Compensation System

With the current economic downward pressure and the impact of Internet finance,the banking industry is facing great challenges and severe situation.In order to gain opportunities and improve efficiency in the fierce competition,strengthening human resource management has become the most important issue for Banks.The grassroots employees of any enterprise are the foundation and foundation of enterprise development.The banking industry should take the incentive of grassroots employees as the focus of human resource management.As a matter of fact,grassroots bank employees are located at the bottom of the enterprise organization system.They are engaged in non-management work to serve customers and lack the right to speak and voice,which makes it difficult for them to be concerned by the upper management.At the same time,the basic work of the bank presents the characteristics of strict standards and complex tasks,which leads to the low enthusiasm of grassroots employees and the continuous loss of professional talents.The gansu branch of bank of China has the above problems in the management of grassroots employees.Although the compensation system has been optimized,there are many deficiencies and problems in the rationality,incentive and applicability of the compensation system.Based on the actual situation of grassroots staff and characteristics of financial professionals in gansu branch of bank of China,this paper designs a set of optimization and improvement plan in line with its actual situation,so as to make the gansu branch of bank of China adapt to the increasingly severe market competition situation and realize the healthy,stable and high-quality development of the enterprise.Around the bank of China gansu branch grass-roots employee compensation system optimization of the subject,the comb summary compensation and incentive,on the basis of relevant theories,through the questionnaire investigation,interview method and so on way to the bank of China gansu branch grass-roots employeecompensation system are analyzed,and points out the main problems of grass-roots staff salary system: pay levels lack of competitiveness,insufficient compensation fairness,pay incentives,performance evaluation mechanism is not perfect.To solve these problems,this paper optimizes the salary level and structure,post salary structure,post salary bandwidth design,file level design,performance salary and welfare subsidy,proposes the optimized salary system,and finally gives the measures to ensure the smooth salary system,including system guarantee and communication.It is hoped that the research of this paper can help to further improve and improve the compensation system of grassroots employees in gansu branch of bank of China,and at the same time provide beneficial reference and reference for other Banks,so as to jointly solve various shortcomings of the compensation system of grassroots employees,and effectively exert the incentive effect of compensation,and improve the economic benefits of enterprises.