| In recent years,with the development of the economy and society and the acceleration of financial reform,commercial banks have entered a fast lane of development,especially the rise of the internet finance industry,which has led to increasingly fierce competition in the banking industry.The competition between banks is not only about services and technology,but also about outstanding talents.Non material incentives refer to companies incentivizing employees in ways other than monetary means.Compared to material incentives,non material incentives can better meet employees’ deep-seated needs in communication,respect,trust,recognition,training,participation,and other aspects.They can meet employees’ spiritual pursuits at a higher level,further stimulate their work enthusiasm,motivate them to work diligently for the bank,and bring higher benefits to the bank,Promote the healthy,sustainable and stable development of commercial banks.Therefore,it is necessary for commercial banks to strengthen non material incentives for employees in order to enhance their work enthusiasm,enhance their sense of belonging and cohesion,reduce their turnover intention,and achieve the goal of effectively motivating employees.The new generation of employees has become the main force in the growing banking industry.They aspire to receive higher treatment,aspire to achieve something,expect social recognition,have better development opportunities,are passionate about challenging work,and have a stronger spirit of innovation.However,the new generation of employees also generally suffer from issues such as individuality,strong self-awareness,weak communication skills,and insufficient cooperation spirit.At present,commercial banks generally use material incentives such as performance,bonuses,and subsidies to motivate their employees.Based on the unique personality traits of the new generation of employees,relying solely on material incentives cannot effectively motivate them.Previous research on non material incentives for employees both domestically and internationally has confirmed that implementing non material incentives can better stimulate employees’ work enthusiasm and improve their work efficiency.Therefore,how to construct a more scientific,reasonable,and long-term non material incentive mechanism for banks,effectively solving the incentive problem of the new generation of employees in banks,is a key research topic that banks must focus on in their development.At present,there are still many problems in the communication management,employee training,authorization management and other non material incentives of the new generation of employees at the Postal Savings Bank HD Branch(hereinafter referred to as the "HD Branch"),which have affected the work enthusiasm of the new generation of employees,reduced their job satisfaction,and further restricted the healthy and sustainable development of the HD Branch.Therefore,it is highly necessary and practical to study the non material incentives for the new generation of employees in HD branches.On the basis of a detailed and systematic review of domestic and international research on non material incentives,this article draws on relevant classic theories,and uses questionnaire surveys and interview data as the basis to analyze the problems of HD branch in the non material incentives of new generation employees.It explores communication mechanisms,effective training,flexible management,organizational support Design the implementation path of non material incentives for the new generation employees of HD branch from six aspects,including career management and honor incentives. |
