Research On The Incentive Of Young Employees For X City Center Branch Of The People’s Bank Of China Based On The Two-factor Theory

Young people generally have new ideas,creativity and plasticity.Against the background of the times,the importance of youth is increasing,and they are becoming the new force and backbone of national economic and social development.As an agency of the head office of the People’s Bank of China,it plays a significant role in implementing relevant monetary and credit policies,supervising local financial institutions to carry out relevant financial work,promoting local financial stability,conducting investigation and analysis of financial market conditions,promoting the construction of local credit system and providing relevant financial services.Young employees are also important to the development of the People’s Bank of China.With the continuous growth of the youth workforce,the main business backbones of various departments of the grass-roots central bank are young employees.Encouraging young employees and fully mobilizing the enthusiasm of young employees not only enhancement the expression of the personal value of young employees,but also better improves the performance efficiency of grassroots People’s Bank of China.In this paper,the Two-factor theory is used as a theoretical tool for the study of stimulate problems,and the young employees of the People’s Bank of China X city center sub-branch are taken as the research object,and the current situation of incentives is analyzed from the aspects of salary,environment,promotion,assessment,honor and training.Lacking of institutional competitiveness,occupation of personal life time by work,unclear career planning,limited promotion mechanism,lacking of scientific performance appraisal,mere formality of training and education,etc.,are mainly due to the limitations of the public sector system,Incentive methods are not well matched with personal needs and the influence of the administrative cultural environment.Specifically,from the perspectives of health care factors and incentive factors,it puts forward suggestions for optimizing salary system,relieving work pressure,strengthening career planning guidance,perfecting promotion mechanism,improving performance appraisal scheme and perfecting training system.