Research On Optimizing The Incentive Mechanism For Grass-Root Employees Of Lanzhou Bank

In recent years,Lanzhou Bank has developed rapidly in the financial industry.For three consecutive years,Lanzhou Bank ranked 364 in the ranking of "Top 1000 Global Banks in 2018" by British Bankers magazine,ranked first-class capital,won the Gansu Pilot Financial Enterprise Award,won the Provincial Governor’s Financial Award for seven consecutive years,and entered the Top 100 Tax Payments in the province for ten consecutive years and the Top 10 Tax Payments for six consecutive years.Maintain the first tax payment of financial enterprises in the province.The development and growth of Lanzhou Bank is the result of the serious contribution of grass-roots employees.Employees are the backbone of a bank,especially the grass-roots employees of the bank.They are the first people to contact customers.The professional accomplishment and service ability of grass-roots employees determine the choice of customers.Grass-roots employees deal with the most complex business and marketing work of banks,which is a new force in the development of banking business.With the reform of the financial market and the severe financial environment,the competition among banks is intensifying.As far as Lanzhou Bank and other joint-stock commercial banks are concerned,there is a big gap in financial products,business development and service quality,and their competitiveness is insufficient.They are facing severe challenges.Because there are many problems in employee incentive mechanism,the grass-roots employees of Lanzhou Bank are not motivated,irresponsible and prevaricative when their welfare is higher than that of the same industry.This paper attempts to study the incentive mechanism of bank employees from the perspective of grass-roots employees.Based on the current situation of the development of Lanzhou Bank,this paper focuses on several parts of the research clues.Firstly,this paper takes the grass-roots employees of Lanzhou Bank as the research object,and selects the grass-roots employees of 10 branches to conduct interviews and surveys,to communicate on salary system,welfare treatment,career planning and the issues concerned by employees,to understand the real ideas of employees,and then combs the survey data and combs the relevant theories at home and abroad to analyze the problems existing in the incentive mechanism of Lanzhou’s individualized conduct.The organizational environment of the joint branch bank and the optimization scheme of the incentive mechanism are put forward to solve the practical problems in the management work,which provides a certain reference and reference for the optimization of the incentive mechanism of the grass-roots employees of Lanzhou Bank.This paper takes the grass-roots employees of Lanzhou Bank as the research object,through the investigation and analysis of the main contradictions and main problems existing in the current staff incentive system of Lanzhou Bank,through improving the management system,activating staff vitality,solving contradictions and problems,improving the staff incentive system,promoting the development of Lanzhou Bank and improving its comprehensive strength.At the same time,this paper refers to the incentive mechanism of other joint-stock banks,studies the success,and turns this reference into their own productivity,providing theoretical basis and practical experience for the reform of incentive mechanism of banks with similar problems.