我国村镇银行员工激励机制设计
发布时间：2018-07-29 15:36
【摘要】：随着新农村建设和城镇化建设的进一步发展,农村金融供给不足对农村经济发展的制约作用愈加明显。村镇银行的出现,一方面在一定程度上满足了乡镇中小企业和居民的多样化需求：另一方面也弥补了农村金融空白,对繁荣农村经济作出了重要贡献。 但是,随着村镇银行的不断发展,各类问题也逐渐显现,如村镇银行的市场定位不够清晰、法律制度不够完善、人员素质不够高等。这也使得我们把目光从以往只关注村镇银行发展速度和目标完成情况转移到重视村镇银行发展的质量以及发展的可持续性上。员工是村镇银行的生命,高素质稳定化的人才队伍是村镇银行良性化发展的重要保证。然而,由于村镇银行起步晚、资金规模小、面向农村的市场定位,难免对金融人才缺乏吸引力；加之,村镇银行内部人员流动性大,人才流失问题严重,对村镇银行的可持续发形成较大的威胁。因此,这就需要村镇银行重视针对银行员工的激励机制设计,稳定员工队伍结构,吸引外部优秀人才加入银行,最大化的激励员工的工作激励性。 全文是在借鉴国内外的研究成果基础上,提出村镇银行员工的15项激励因素,通过对村镇银行不同职务的员工进行实地问卷调查访问,获得村镇银行员工对15项激励因素的重要程度评分和实际感受程度评分,进而对村镇银行员工的被激励程度进行评分。最后,通过对各激励因素进行描述性统计分析、因素分析、方差分析、相关性分析以及回归分析,提出适合村镇银行不同层次员工的复合型激励机制设计。
[Abstract]:With the further development of new rural construction and urbanization, the restriction of rural financial supply is becoming more and more obvious. On the one hand, the emergence of village banks has met the diversified needs of small and medium-sized township enterprises and residents to a certain extent; on the other hand, it has also made up for the gap of rural finance and made important contributions to the prosperity of rural economy. However, with the continuous development of the village bank, all kinds of problems appear gradually, such as the market orientation of the village bank is not clear enough, the legal system is not perfect enough, the personnel quality is not high enough and so on. This also makes us focus on the quality and sustainability of the development of village banks from only paying attention to the speed of development and the completion of the goals in the past. The staff is the life of the village bank, and the high quality and stable talent team is the important guarantee for the benign development of the village bank. However, due to the late start of village banks, the small scale of capital, and the market orientation for rural areas, it is inevitable that they are not attractive to financial personnel; in addition, the problem of brain drain is serious due to the large mobility of people in village banks. The sustainable development of the village and town banks to form a greater threat. Therefore, it is necessary for the village bank to pay attention to the design of incentive mechanism for bank employees, stabilize the structure of the staff, attract external talents to join the bank, and maximize the incentive of the staff. Based on the research results at home and abroad, the paper puts forward 15 incentive factors for village bank staff, and makes a questionnaire survey on different positions of village bank staff. The scores of the importance of 15 incentive factors and the actual feeling of the employees of the village bank were obtained, and then the incentive degree of the employees of the village bank was scored. Finally, through descriptive statistical analysis, factor analysis, variance analysis, correlation analysis and regression analysis, the paper puts forward the design of compound incentive mechanism suitable for different levels of employees of village and town bank.
【学位授予单位】：贵州财经大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F832.35
，
本文编号：2153144
[Abstract]:With the further development of new rural construction and urbanization, the restriction of rural financial supply is becoming more and more obvious. On the one hand, the emergence of village banks has met the diversified needs of small and medium-sized township enterprises and residents to a certain extent; on the other hand, it has also made up for the gap of rural finance and made important contributions to the prosperity of rural economy. However, with the continuous development of the village bank, all kinds of problems appear gradually, such as the market orientation of the village bank is not clear enough, the legal system is not perfect enough, the personnel quality is not high enough and so on. This also makes us focus on the quality and sustainability of the development of village banks from only paying attention to the speed of development and the completion of the goals in the past. The staff is the life of the village bank, and the high quality and stable talent team is the important guarantee for the benign development of the village bank. However, due to the late start of village banks, the small scale of capital, and the market orientation for rural areas, it is inevitable that they are not attractive to financial personnel; in addition, the problem of brain drain is serious due to the large mobility of people in village banks. The sustainable development of the village and town banks to form a greater threat. Therefore, it is necessary for the village bank to pay attention to the design of incentive mechanism for bank employees, stabilize the structure of the staff, attract external talents to join the bank, and maximize the incentive of the staff. Based on the research results at home and abroad, the paper puts forward 15 incentive factors for village bank staff, and makes a questionnaire survey on different positions of village bank staff. The scores of the importance of 15 incentive factors and the actual feeling of the employees of the village bank were obtained, and then the incentive degree of the employees of the village bank was scored. Finally, through descriptive statistical analysis, factor analysis, variance analysis, correlation analysis and regression analysis, the paper puts forward the design of compound incentive mechanism suitable for different levels of employees of village and town bank.
【学位授予单位】：贵州财经大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F832.35
，
本文编号：2153144
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