Research On Incentive Mechanism Of Retail Customer Managers Of Jinshang Bank L Branch

The client manager system is an important part of modern banking industry.The client manager is not only a bridge linking banks and clients,but also the adhesive between banks and clients.The bank’s business can be developed through the client manager,and the client’s needs can be met through the client manager.The incentive mechanism of customer manager refers to a series of relevant material and non-material incentive mechanisms,which is closely related to the personal income,promotion opportunities and value realization of customer manager.An effective incentive mechanism for customer managers is like the source of power of the enterprise,which can stimulate the internal motivation of customer managers and the vitality of the enterprise.The purpose of this paper is to investigate and analyze the customer managers of the bank where the author works,and then draw a conclusion,and put forward the corresponding optimization and improvement measures,and apply them into practice,and play a certain auxiliary role in the enterprise talent training.This paper takes Maslow’s hierarchy of needs theory and Herzberg’s two-factor theory as the theoretical basis,on the premise of reading a lot of relevant literature at home and abroad,using case study method,questionnaire method and interview method as the practical basis,conducts in-depth research and analysis on the current incentive mechanism of customer managers in L Branch of Jinshang Bank,and obtains corresponding research results.The results show that L Branch of Jinshang Bank has different degrees of deficiencies in compensation incentive,spiritual incentive,training incentive and cultural atmosphere incentive.The combination of high basic salary and low incentive salary makes the compensation incentive lack of scientific and fair,and the overall compensation level lacks market competitiveness.The main incentive means of compensation incentive cannot play a strong incentive effect.The single form of undifferentiated spiritual incentive is not attractive to employees,resulting in insufficient incentive strength.The habit of taking turns to evaluate the best and the best can not stimulate the enthusiasm of employees.Blind training with uneven quality and high number of sessions may cause unnecessary waste of resources and low efficiency;The lack of corporate culture and the lack of attention lead to the failure to meet the high-level needs of employees,resulting in the lack of team cohesion.The above series of problems make employees dissatisfied with the incentive mechanism of the customer manager of L Branch of Jinshang Bank,and their enthusiasm for work is greatly reduced.Based on the survey results,the author puts forward further optimization measures and safeguard measures for the incentive mechanism of customer managers in L Branch of Jinshang Bank.Finally,this paper combined with the survey results,puts forward the improvement measures and safeguard measures for the incentive mechanism of customer managers in L Branch of Jinshang Bank,from the aspects of salary incentive,spiritual incentive,training incentive and culture incentive to optimize and improve the mechanism,so as to achieve the expected effect.The implementation of the above theories will improve the incentive system of customer managers,further meet the needs of customer managers,stimulate the enthusiasm of customer managers,and enhance the comprehensive competitiveness of banks,so that the operation of banks can get a favorable cycle.