Research On Optimization Of Employee Incentive Mechanism Of X Branch Of GY Bank Based On Two-Factor Theor

In recent years,China’s social economy has developed rapidly.With the reform of the financial system,the vigorous development of diversified financial markets,the rapid growth of Internet finance and the expansion of foreign banks,traditional commercial banks are facing unprecedented competition and challenges.In recent years,under the situation that the competition among banks has been escalating,GY Bank has experienced the problem of brain drain,which has become more and more intense,making it under increasing pressure in the market competition,and the performance has also been affected.The X branch where the author works is also very serious in this aspect.Therefore,the top priority of X Branch of GY Bank is to increase the incentives for staff,improve the incentive mechanism,improve the enthusiasm of all staff,and inject impetus into its development.Therefore,this paper studies the optimization of employee incentive mechanism of X Branch of GY Bank.This paper is based on the two-factor theory,combined with questionnaire and interview methods,and the research content includes six parts.The first part is the introduction,mainly including the research background and significance,literature review,research content and methods,etc;The second part is the relevant concepts and theoretical basis,mainly defining the concepts of incentives and incentive mechanisms,and sorting out the relevant theories;The third part is the analysis of the current situation of the employee incentive mechanism of X Branch of GY Bank,which introduces the situation of the employees of GY Bank and X Branch,and then combs and analyzes the current employee incentive mechanism of X Branch,and finally uses interviews and questionnaires to investigate the existing problems of the current employee incentive mechanism of X Branch of GY Bank;The fourth part is about the problems and causes of the employee incentive mechanism of X Branch of GY Bank.First,according to the survey results,the main problems in health care and incentive are summarized,and the causes of the problems are analyzed;The fifth part is the design of employee incentive mechanism optimization scheme of X Branch of GY Bank.First of all,put forward the objectives,principles and ideas of optimization,and then design the optimization plan for the employee incentive mechanism of X Branch in view of the existing problems.In order to ensure the smooth implementation of the optimization plan,put forward safeguard measures from multiple aspects;The sixth part is the conclusion and outlook.It summarizes the research conclusion of this paper and looks forward to the future research.Through sorting out the current situation of the employee incentive mechanism of X Branch of GY Bank,and combining with the questionnaire survey and interview,it is found that the current employee incentive mechanism has problems such as unreasonable salary system,weak effect of welfare treatment and poor interpersonal communication in terms of health factors,and in terms of incentive factors,there are problems such as performance assessment becoming a mere formality,narrow channel for promotion and non-standard training system;Through analysis,it is found that the main reasons for the problems of its staff incentive mechanism are the restriction of the unique nature of the enterprise,the lack of differences in incentive measures,the lack of competitiveness in incentive mechanism,and incentive mechanism disregards spirit and values material;In terms of health care factors,the author believes that it can be optimized by building a comprehensive salary system,increasing the welfare methods,and creating a harmonious working atmosphere;In the aspect of incentive factors,the author believes that we can establish a sound assessment mechanism,create a scientific promotion mechanism and establish a comprehensive training system;In order to ensure the smooth implementation of the optimization plan,the author also put forward corresponding safeguard measures in the four aspects of strategy,system,implementation and personnel.