Research On The Optimization Of Incentive Strategy For "post-90s"employees Of Bank W

By 2021,the last batch of "post-90s" have entered the workplace.Growing up under the background of economic globalization and information explosion,they are significantly different from the traditional "post-60 s,70s and 80s" employees in values,work attitude,ways of doing things,anti frustration ability,communication skills and cooperation consciousness.This generation of "post-90s" with the label of "only child" has been widely concerned in the workplace,and has increasingly grown into the main force of enterprise development.Therefore,enterprise managers must change their thinking,update their management ideas and incentive means,so that the energy of the "post-90s" employees can be further released and better contribute to the development of the enterprise.As a local state-owned commercial bank,Bank w is the leader of financial enterprises in city W.Facing the increasingly fierce competitive environment,talents are the strategic highland for enterprises.Especially in recent years,there has been a serious brain drain in the financial industry.How to make w bank attract more excellent talents,motivate these "post-90s" new forces,control labor costs and contribute to the development of enterprises has been valued by more and more enterprises,and it is also a difficult and painful point in front of every enterprise manager.Through the questionnaire survey of the "post-90s" employees of W enterprise and the interview with some middle-level managers,this paper understands that the incentive mechanism of W bank has some problems,such as single incentive mode,promotion mechanism,imperfect career planning and so on.By studying the common factors such as the growth background and demand characteristics of the "post-90s" employees of W bank,this paper finds a suitable incentive method for the "post-90s" employees of W bank,establishes an incentive mechanism based on the principle of "post training,training reserve,quantitative evaluation and dynamic management",scientific human resource management mode,improve effective communication channels,optimize the development path of employees,and strengthen the internal management of W bank.Of course,it is also hoped that this research will find a reproducible and easy to operate incentive management method for "post-90s" employees for enterprises like Bank w,so as to provide ideas and methods for the incentive of "post-90s" employees in more enterprises.