Research On Incentive Problems In Human Resource Management Of Guangzhou Branch Of HS

During the 40 years of reform and opening-up,China's financial market has developed rapidly and state-owned banks have developed further.However,with the development of economic globalization,more and more foreign capital has entered China's financial market,including banking enterprises.How can foreign banks develop under the strength of domestic state-owned commercial banks and become foreign banks? First consideration.Competition among enterprises can not be separated from the efforts of talents.Therefore,if foreign banks want to develop the domestic financial market,they need to be able to gain advantages in talent competition and strive for more excellent talents to fight for it.There are two main sources of talents in enterprises: one is from enterprises,the other is from other enterprises.This involves the issue of human resources management,human resources management can train ordinary employees to become the talents needed by enterprises,incentives can make enterprises better retain and attract talents,enterprises have enough talents to fight for their development.HS Guangzhou Branch is a foreign bank that has entered the financial market of our country.By the beginning of the 20 th century,HS has become the largest bank in the Far East.But in China's mainland market,HS Guangzhou Branch is in a weak position compared with state-owned commercial banks in many places.In this regard,if HS Guangzhou Branch wants to get a good development in mainland China,it needs more people who are familiar with the situation of mainland China's financial market as a support.Especially in the context of high labor costs and intelligent Internet,HS needs to pay more attention to talent incentives.At present,there are still some shortcomings in the incentive mechanism of HS Guangzhou Branch in human resources management,which makes the brain drain more serious.This paper studies the incentive mechanism of HS Guangzhou Branch in human resources management,tries to find out the existing problems,and puts forward corresponding suggestions for improvement.This paper is divided into six parts: the first part is the introduction part,which describes the background and significance of this research,lists the current research status of incentive mechanism in human resources management at home and abroad,and summarizes the research content and research methods that will be involved in this paper;the second part is the theoretical overview,first introduces human resources.Concepts related to incentive mechanism in resource management are analyzed,and then the related contents of incentive mechanism theory in human resource management are summarized respectively.The third part is the status quo analysis,which introduces the specific status quo of incentive mechanism in human resource management of HS Guangzhou Branch.Firstly,the basic situation of HS Guangzhou Branch is introduced,then the current situation of human resources management of HS Guangzhou Branch is analyzed.Finally,the current situation of talent incentive of HS Guangzhou Branch is analyzed from the aspects of salary incentive,promotion incentive and training.The fourth part is the problem analysis,through the salary,incentive,training and career planning of HS Bank.Understanding,found that HS Guangzhou Branch exists in human resources management incentive system problems are: talent incentive and restraint mechanism is not perfect;talent training incentives are inadequate;human resources allocation is unreasonable;problem incentive system implementation is not in place.Further in-depth analysis of the reasons behind the problem,found that the underlying reasons are: can not adjust the system according to the actual situation;lack of long-term development planning for employees;unclear understanding of the ability of employees;communication mechanism is not smooth and so on.The fifth part is the countermeasures and suggestions,aiming at the problems and reasons of the incentive of HS Guangzhou Branch in human resources management,the corresponding countermeasures and suggestions are put forward.It is believed that HS Guangzhou Branch should establish a reasonable and fair salary system,establish and improve staff training incentive mechanism,pay attention to career planning and honor incentive,and pay attention to the application of performance incentive assessment.The last part is a summary,which makes a concrete conclusion under the study of the full text,and puts forward the shortcomings of this study.With the acceleration of China's financial reform process,the globalization of trade and the internationalization of RMB have made the financial market open continuously.At the same time,the number of domestic and foreign financial institutions is increasing geometrically.The competition in the financial industry is becoming increasingly fierce.Human resources have become an important factor affecting inter-bank competition.The human resources management of HS Guangzhou Branch is facing great challenges.In theory,although many people have studied employee incentives,since the second time.Since the Industrial Revolution,with the development of economy,many scholars at home and abroad have put forward many theories of incentive mechanism in human resource management which is helpful to the development of enterprises.Therefore,based on the existing research foundation and the actual situation of HSGuangzhou Branch,this paper proposes to build the incentive mechanism of HS Guangzhou Branch,which has certain theoretical value.