摘要
摘要
作为支持实体经济发展的重要载体，银行业一直备受关注，是金融舞台上的
重要角色。随着全球经济环境的变化，银行与银行的竞争也从单一的产品与服务
转向了如何留住人才。因此，如何对员工实施有效激励，增强员工的工作责任
感，充分激发、调动其工作积极性和主观能动性，成为了银行能否留住人才进而
提升综合竞争力的关键。
PDS银行的定位是服务地方经济，服务中小企业，服务城乡居民。但是，
由于地方经济发展水平较低，近年来， PDS银行所面对的问题越来越多，尤其
是如何吸引人才和留住人才的压力越来越大，这就说明了PDS银行在人才管理
方面的不足，特别是员工激励机制方面存在着不少缺陷，致使大部分员工对工作
满意度和积极性都在不断下降，随着银行员工离职率不断提高，人才外流问题日
益突出，已成为 PDS银行发展的一个重要瓶颈。
本文基于 PDS银行内部数据和有关权威统计数据，收集掌握PDS银行员工
现行激励措施的第一手资料，首先简要介绍了PDS银行的组织架构和人员结构
情况、人员流失情况和现行的主要激励机制；其次，运用国内外已成熟的相关激
励机制理论，参考国内目前比较前沿相关研究，从PDS银行员工激励机制现状
出发，通过设计激励机制满意度调查问卷，在银行员工中开展针对现有激励机制
的满意度调查和深度访谈，对数据进行描述性统计分析、均值分析、百分比分
析，根据员工对不同激励机制的满意程度，从而探析现有激励机制存在的问题和
不足；最后，针对这些问题和不足进行深入分析研究，找出原因所在，并最终提
出相应的改进优化策略和优化策略的保障措施，从而保证员工的归属感、成就
感，提高银行的整体竞争力。本论文旨在建立一套科学合理的银行员工激励体
系，既可以激发银行员工的工作热情，提高银行的认同感，又可以拓展银行员工
的晋升途径，培养员工的创新能力和忠诚，为银行的员工个人发展、公司的长期
发展提供有力支撑，也希望能对我国其他地方商业银行具有借鉴意义和参考价
值。
关键词：银行员工激励机制优化策略
论文类型：研究类
选题来源：其他
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A BSTRA CT
A BSTRA CT
A s an im portan t carrier to support the dev elopm en t of th e real econ om y, the
ban k in g in dustryhasbeencon cern ed an d playsan im portan t role on th e fin an cial stage.
W ith th e chan ge ofth e glob al econ om ic en v iron m en t,th e com petition betw een ban k s
has shifted from a sin gle product an d serv ice tohowtoretain talen ts. Th erefore,how
to effectiv ely m otiv ate em ployees, en han ce th eir sen se of respon sibility, an d fully
stim ulate an d m obilize th eirw ork en th usiasm an d sub jectiv e in itiativ e has becom e the
k ey to w h eth er ban k scanretaintalen ts an dim prov etheir com preh en siv e
com petitiv en ess.
Th e position in g of PDSBan k is toserv e the local econ om y,sm all an d m edium -
sized en terprises an d urb an an d rural residen ts. How ev er,due toth e low lev el oflocal
econ om ic dev elopm en t,PDSBan k has faced m ore an d m ore problem s in recen t years,
especiallyth e in creasin g pressure on howtoattract an d retain talen ts,w h ich sh ow s the
deficien cies of PDS Ban k intalen t m an agem en t, especially in em ployee in cen tiv e
m ech an ism . A sa result,m ost em ployees'job satisfaction an d en th usiasm are declin in g,
an d asth e turn ov errate ofban k em ployeescon tin uestoin crease,Th e prob lem ofbrain
drain has becom e in creasin gly prom in en t an d has becom e an im portan t bottlen eck in
the dev elopm en t ofPDSBan k .
Based on th e in tern al data ofPDSBan k an d relev an t authoritativ e statistical data,
this paper collects first-han d in form ation on the curren t in cen tiv e m easures for PDS
Ban kem ployees. A t first, it briefly in troduces th e organ ization al structurean d
person n el structure of PDS Ban k ,person n el turn ov er an d th e curren t m ain in cen tiv e
m ech an ism s; Secon dly, usin g th e m ature relev an t in cen tiv e m ech an ism theories at
hom e an d abroad,referrin g tothe curren t relativ ely cuttin g-edge related research in
Chin a,startin g from the curren t situation of th e in cen tiv e m ech an ism for PDS Ban k
em ployees, the satisfaction surv ey an d in -depth in terv iew on theexistin g in cen tiv e
m ech an ism w ere carried out am on g ban k em ployees by design in g the in cen tiv e
m ech an ism satisfaction question n aire,an d descriptiv e statistical an alysis,m ean v alue
an alysis an d percen tage an alysis w ere con ducted onth e data, A ccordin g to the
em ployees'satisfactionw ith differen t in cen tiv e m ech an ism s, th e problem s an d
shortcom in gs of the existin g in cen tiv e m ech an ism s are an alyzed; Fin ally, w e w ill
con duct in -depth an alysisan d research on these problem san d deficien cies,fin d out the
reason s,an d fin ally propose correspon din g im prov em en t an d optim ization strategies
III
摘要
an d securitym easurestoen sure th e sen se ofbelon gin g an d achiev em en t ofem ployees,
an d im prov e th e ov erall com petitiv en ess of the ban k . Th e purpose of th is paper is to
estab lish a scien tific an d reason able in cen tiv e system for ban k em ployees,w h ich can
n ot on lystim ulate the en thusiasmofban k em ployees,im prov e th e sen se ofiden tityof
the ban k , but alsoexpan d th e prom otion chan n els of ban kem ployees,cultiv ate th e
in n ov ation ability an d loyaltyof em ployees,prov ide stron g support for th e person al
dev elopm en t ofban k em ployees an d th e lon g-term dev elopm en t ofth e com pan y,an d
also hopeto hav ereferen ce sign ifican ce an d referen ce v aluefor oth er local
com m ercial ban k sin Chin a.
K EYW ORDS:Ban k；Staff；Systemofen couragem en t；Optim ization strategy
Dissertation type:Research class
Sub ject source:Othertopics
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