MBA教育中心知识库

农村信用社是一家农村金融机构，基层员工作为农村信用社的主力军，也是决定农村信用社经营质量的关键因素。随着经济社会发展的不断提高，对金融机构基层员工的工作积极性和工作能力要求也越来越高。如何在目前激烈竞争、资源稀缺、人员流动性强和员工满意度低的大环境下有效地激励一线基层员工，并保持持续稳定的工作状态，对整个金融行业都有着重要而深远的意义。

本文以ERG理论为基础，白银市平川区农村信用社基层员工作为研究对象，通过对管理层深度访谈调查分析得出管理层现行激励策略存在的问题，主要有当前基层员工生存激励不具有针对性，绩效设置不尽人意，企业文化缺失，晋升体系陈旧落后、轮岗制度实行不到位等。依据管理层激励策略所存在的问题设计执行层问卷调查，借助SPSS数据分析软件对问卷调查结果进行原因分析，并针对这些因素提出相应改进措施。文章以信度分析和效度分析确认问卷调查数据的真实有效性，进而用描述性分析将基层员工问卷调查结果归纳为生存、关系和发展三个维度的需要，并从这三个角度对基层员工分析总结出优化措施：生存需要方面，优化绩效激励和福利激励；关系需要方面，增加感情激励与荣誉激励；成长需要方面，优化晋升激励、轮岗激励和职业生涯规划激励。

本文通过分析白银市平川区农村信用社基层员工激励策略存在的问题，制定有效的激励的方式，从而大大地提升了基层员工的工作满意度，同时也为其他金融企业提供一些借鉴。

Rural credit cooperatives are rural financial institutions, and grassroots employees, as the main force of rural credit cooperation, are also the key factors determining the quality of rural credit cooperatives' operations. With the continuous improvement of economic and social development, the work enthusiasm and work ability of the grassroots employees of financial institutions are becoming higher and higher. How to effectively motivate front-line grassroots employees and maintain a continuous and stable working state in the current environment of fierce competition, scarce resources, strong personnel mobility and low employee satisfaction is of important and far-reaching significance to the entire financial industry.

Based on ERG theory, this paper takes the grassroots employees of rural credit cooperatives in Pingchuan District, Baiyin City as the research object, and analyzes the problems of the current incentive strategy of the management through the investigation and investigation of in-depth interviews with the management, mainly including the current survival incentive of grassroots employees is not targeted, the performance setting is not satisfactory, the corporate culture is missing, the promotion system is outdated and backward, and the rotation system is not in place. According to the problems existing in the management incentive strategy, the questionnaire survey was designed at the execution level, and the reasons of the questionnaire survey results were analyzed with the help of SPSS data analysis software, and corresponding improvement measures were proposed for these factors. This paper uses reliability analysis and validity analysis to confirm the true validity of the questionnaire survey data, and then uses factor analysis to summarize the survey results of grassroots employees into the needs of three dimensions of survival, relationship and development, and analyzes and summarizes the optimization measures for grassroots employees from these three perspectives: survival needs, optimization performance incentives and welfare incentives; In terms of relationship needs, increase emotional incentives and honorary incentives; In terms of growth needs, optimize promotion incentives, job rotation incentives and career planning incentives.

By analyzing the problems existing in the incentive strategy of rural credit cooperatives in Pingchuan District, Baiyin City, this paper formulates effective incentive methods, thereby greatly improving the job satisfaction of grassroots employees and providing some reference for other financial enterprises.