| In the context of the rapid development of market economy,the opening level of the financial market is gradually improving,and the competition among banks is further intensifying,which brings great challenges to the development of H Bank.At the same time,the banking industry can play an important role in facilitating technological innovation and promoting the process of economic and social digital transformation,which also creates huge opportunities for the high-quality development of H Bank.However,for a commercial bank,the competition among banks is still the competition of talents,and how to fully stimulate the enthusiasm of talents is still the inevitable subject for banks to achieve high-quality development.In recent years,under the tide of digitalization,the digital transformation of H Bank is also accelerating,and smart banks emerge one after another,which reduces the labor cost of H Bank to a certain extent.With the intensification of talent competition,H Bank has launched a series of talent recruitment plans to attract a lot of excellent talents.However,there are also problems similar to other banks,namely excessive personnel mobility and serious personnel turnover rate,which are not conducive to the development of H Bank.Therefore,under the new background,it is particularly important to study the employee compensation incentive of H Bank.Based on the incentive theory,this paper takes Nanchang Branch of H Bank as the specific research object,and analyzes the current situation of the compensation incentive of this branch by combining the research method of salary satisfaction survey and employee interview.The specific research content is as follows.First,this paper summarizes the main problems existing in the compensation incentive mechanism of this branch,such as the low competitiveness of the compensation level,the relatively simple form of compensation incentive,the imperfect incentive mechanism,and the low efficiency of incentive.Secondly,combined with relevant theories and the development practice of the branch,further analyzed the reasons for the existence of the above problems.Thirdly,the principles and ideas of further optimizing the incentive mechanism are put forward,that is,on the basis of the original incentive mechanism,to improve the competitiveness of salary level,develop an efficient performance appraisal management system,build a long-term incentive mechanism,build a self-service employee welfare system and other unbroken points to further optimize the incentive mechanism.Finally,considering that the implementation of relevant ideas needs other conditions to guarantee,this paper also puts forward specific guarantee measures from four aspects: organizational guarantee,institutional guarantee,supervision guarantee and cultural guarantee. |
