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2022年 6月10日
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摘
要
摘
要
“激励”是人力资源管理的核心职能，在企事业单位的发展过程中扮演着重要角色。
大多数研究主要关注高层管理者以及关键员工的激励，但基层员工是人力资源的主体，
其工作状态对企业经营状况产生基础性的影响。本文以 A商业银行天津分行营业网点基
层员工为关注点，研究基层员工的激励问题。
在提出研究背景的基础上，指出A商业银行天津分行营业网点基层员工激励管理优
化的必要性；然后，梳理国内外文献，主要从员工激励的概念、国外对员工激励相关因
素、激励效果研究、物质激励研究、精神激励研究和国内商业银行员工激励相关研究、
激励管理相关研究、商业银行激励现状研究、针对银行员工的激励研究等几个方面对员
工激励管理优化进行文献综述，作为A商业银行天津分行营业网点基层员工激励管理优
化的理论依据。随后，描述A商业银行天津分行营业网点基层员工激励机制的现状，采
用调查问卷法、访谈法对A商业银行天津分行营业网点基层员工进行调查，根据调查问
卷获取的数据，对数据进行研究分析。分析显示，A商业银行天津分行营业网点基层员
工的激励存在薪酬体系不完善、绩效考核缺乏客观合理的定量标准、职业生涯发展规划
模糊、培训不符合员工实际需求、激励方式“重物质轻精神”等问题。根据以上分析结
果，本文从完善薪酬体系、优化绩效考核机制、丰富职业生涯发展路径、构建优质培训
体系、加强以人为本的企业文化建设方面提出激励管理优化的建议。最后，对全文内容
进行总结，指出文中存在的不足与研究展望。
关键词：商业银行营业网点；基层员工；激励管理
I
Abstract
Abstract
"Incentive" is the core means of management and plays an important role in the
development of enterprises and institutions. Most studies mainly focus on the motivation of
senior managers and key employees, but grass-roots employees are the main body of human
resources, and their working state has a basic impact on the business situation of enterprises.
This paper focuses on the grass-roots employees in the business outlets of a Commercial Bank
Tianjin Branch, and studies the incentive problem of grass-roots employees.
On the basis of putting forward the research background, it points out the necessity of
optimizing the incentive management of grass-roots employees in the business outlets of a
Commercial Bank Tianjin Branch; Then, it combs the literature at home and abroad, and
mainly summarizes the optimization of employee incentive management from several aspects,
such as the concept of employee incentive, foreign research on employee incentive related
factors, incentive effect, material incentive research, spiritual incentive research, domestic
commercial bank employee incentive related research, incentive management related research,
commercial bank incentive status research, incentive research for bank employees, etc, As the
theoretical basis for the optimization of grass-roots staff incentive management in the
business outlets of Tianjin Branch of a commercial bank. Then, it describes the current
situation of the incentive mechanism of grass-roots employees in the business outlets of a
Commercial Bank Tianjin Branch, investigates the grass-roots employees in the business
outlets of a Commercial Bank Tianjin Branch by using the methods of questionnaire and
interview, and analyzes the data. The analysis shows that there are some problems in the
incentive of grass-roots employees in the business outlets of a Commercial Bank Tianjin
Branch, such as imperfect salary system, lack of objective and reasonable quantitative
standards for performance appraisal, fuzzy career development planning, training does not
match demand, and the way of incite"emphasizing material rather than spirit". According to
the above analysis results, this paper puts forward some suggestions on the optimization of
incentive management from the aspects of perfecting the salary system, major the evaluation
system, ample the career development path, building a high-quality training system and
strengthening the construction of people-oriented corporate culture. Finally, it induces the
substances, and reminds of the defects and research prospects.
Keywords: business outlets of commercial banks; grassroots staff; incentive management.
II