英语论文网

Because some of the features of its own staff services such as temporary work, liquidity, market, etc., they are not contract employees as a relatively stable labor relations, so companies when considering the development of human resources, on the one hand have concerns, worried their loyalty to the company, the other enterprise is difficult to accurately locate the effective demand for labor employees. Therefore, in its implementation of incentive policies and to achieve an effective incentive effect, there is greater difficulty. Incentives for labor employees are enterprises are facing difficulties and focus, essentially only incentive pay way more incentive there is no other way. Enterprises to employ labor employees, often considered a job labor costs or the particularity of its temporary reasons, to meet the labor needs of employees, often focus only on low-level requirements, with little consideration of their work satisfaction, job rich and challenging, Bank staff are mostly labor working in sales positions and operating room service positions, implemented in terms of sales, business volume assessment, they lack work initiative, enterprise belonging poor, only concerned about the number of jobs while ignoring the quality of work , over time, the overall performance of the enterprise have a great negative impact. Therefore, incentive compensation is to mobilize labor and employment enterprise the primary means of motivation.

薪酬激励就是企业运用薪酬水平政策、结构政策、差别政策、增长政策对员工进行有效的激励。但是不是每一个企业在针对劳务员工也能采用这样的薪酬奖励政策的，只是根据不同岗位做单一的薪酬区别划分，达不到极力的效果.
The use of incentive pay is the business policy of remuneration levels, structural policies, policies differ, growth policy effective incentive for employees. But not every enterprise can also be used for services such as staff salary incentives, but according to different positions to make a single division of the pay difference, tried to reach the effect, like this pay system is difficult to be able to improve the work of labor and employment positive, long-term work in the passive state, the labor and employment work or even on the current business is prone to boredom, thereby increasing the likelihood of loss of personnel, so these companies are using the services of employees to come up with a reasonable need for labor and employment incentives for a more flexible pay incentives as the guiding ideology.
In order to make the salary incentive mechanism to function properly, you must create a multi-level compensation incentives. First Bank of Communications which should be based on its own financial sector, labor market supply and demand situation and the operation of enterprises, develop in line with the Bank of salary increases incentive system to ensure that the pay reasonable labor and employment growth. To understand the industry shift other financial remuneration levels by increasing staff salaries, so that in the financial industry to achieve a higher level of remuneration, not only to keep employees long-term incentive effect, but also improve cross-line competition in the financial sector. Second. Development of performance outcomes and reward system. For those product sales, customer service, electronic engineering systems and maintenance work for the Bank made outstanding contributions to labor employees rew