| In recent years,commercial banks have gained great development in technology finance and asset scale,but they are still lacking in human resource management,among which the more prominent one is the motivation of grassroots employees.As the grassroots employees are at the bottom of the organizational structure,they are often easily ignored and lack of voice.At the same time,factors such as high work pressure and heavy tasks cause some grassroots employees to be less motivated,and the turnover of grassroots staff is more serious.Therefore,paying attention to the motivation of grassroots employees is an important issue that needs to be studied by the management of commercial banks nowadays.This paper takes the grassroots employees of G bank as the research object to explore how to maximize the motivation of grassroots employees and improve their work motivation.Firstly,it emphasizes the importance and necessity of motivating the grass-roots employees of G Bank under the premise of stating the background of the study.Secondly,it compares the current situation of related researches at home and abroad,and defines the concepts and theories of motivation and grassroots employees,so as to provide the theoretical basis as well as the research direction for the study of grassroots employees’ motivation in G bank.Again,on the basis of describing the current situation of grass-roots staff motivation in G Bank,the questionnaire and interview were used to investigate and study the motivation of grass-roots staff in G Bank.The questionnaire mainly set four dimensions of salary and benefits,promotion,training and corporate culture to find out the existing motivation problems.At the same time,the interview survey was used to understand the views of the grassroots employees on the current situation of motivation from two perspectives: the grassroots management post and the grassroots employees.Finally,the relevant data analysis and interview results show that the following problems exist in the motivation of the grassroots employees of G Bank: 1.The imperfect salary system is reflected in the unscientific assessment standard of annual salary system,unreasonable egalitarian distribution method,performance index not linked to the post,and the performance of grassroots employees is affected by the performance of the network.2.The unscientific training motivation is reflected in the single training content,formalized training,and overly concentrated training frequency.3.Poor promotion incentive is manifested in insufficient promotion positions,low popularity of promotion incentive,lack of fairness in promotion process,and career planning not combined with staff development characteristics.4.Insufficient corporate culture incentive is manifested in insufficient honor award setting,unfair honor selection,and lack of humanistic care.Based on the above analysis,this paper proposes optimization measures for the existing incentive mechanism based on the actual situation of G Bank from four aspects:1.Optimize the salary system by reasonably setting the annual salary standard for each position,breaking the egalitarian approach,enhancing the fit between the performance index and the actual position,and attaching importance to the linkage between individual performance and the benefits created by the employees.2.Adjust the training incentive by enriching the training content,strengthening the linkage between training and performance,and promoting the rationalization of the training frequency.3、Improve promotion incentive by widening promotion channels,optimizing promotion standards,strengthening training and assessment of promotion incentive,and scientifically guiding employees’ career planning.4、Strengthen corporate culture incentive by enriching honor incentive,upholding fair and reasonable honor selection,and insisting on people-oriented corporate culture.The purpose of this paper to discuss the motivation of the grassroots employees of G Bank is to enable the managers of G Bank to improve the motivation system of the bank in a targeted,scientific and effective way,to enhance the motivation effect,to improve the motivation and satisfaction of the employees of the bank,to fully explore the potential of the employees,to make the workforce more stable and efficient,and to provide new ideas for G Bank to achieve efficient management and high-quality development. |
