在加入 WTO 后，我国金融业也和其他行业一样得到了迅速的发展。尤其是国 有商业银行的市场规模有了巨大地变化。随着国有商业银行的发展，我国民营银行 和外资银行也大量涌现。所以审视一下我国银行业所处的环境，大家会看出我国商 业银行正面临巨大的竞争压力，在目前的市场竞争条件下，商业银行业主要面临内 部与外部的两方面压力。作为我国商业银行之一的 A 银行面对挑战必须以更高的工 作标准和现代化的管理机制，直面白热化的市场竞争格局，从而赢得可持续发展。 怎样有效的实施人力资源管理，切实稳定银行员工队伍，激发员工的创造力，提高 银行的经济效益，满足人民群众的金融需求已成为银行人力资源管理的重要课题。 近年来，银行业对员工的工作满意度需求也随着经济发展逐步提升，而现行的 银行业员工的激励机制已不能完全满足员工需求，因此安庆分行和其他商业银行一 样面临员工流动与流失频繁。面对激烈的市场竞争，对银行而言，想要稳定员工队 伍，建立科学合理的激励机制是必然选择。鉴于赫茨伯格的双因素理论在人力资源 管理中显示比较好的效果，笔者就试图把双因素理论与 A 银行安庆分行的人力资源 管理相结合，把握好激励因素和保健因素的激励内容，使双因素理论融入银行业管 理，完善员工激励机制，实现提高银行员工队伍的稳定。 笔者在此篇论文中以 A 银行安庆分行员工激励机制作为稳定银行业员工队伍 的出发点，研究怎样把双因素理论作用于银行员工激励。为此，利用双因素理论模 型，精心设计了调查问卷和走访提纲。通过对问卷调查和走访获得的数据资料进行 认真研究分析，得出激励方案，根据激励机制运行中出现问题的一面，针对存在的 主要问题，以双因素理论为指导，提出了员工激励机制的构建原则和相应的综合激 励手段。通过激励机制的优化再利用实施措施的保障切实解决好员工激励的问题以 保证银行人才队伍稳定，从而助力 A 银行安庆分行健康、可持续发展。 关键词：双因素理论；员工；激励机制I ABSTRACT After China's entry into WTO, China's financial industry has also developed rapidly as other industries. In particular, the market size of state-owned commercial banks has changed dramatically. With the development of state-owned commercial banks, private banks and foreign banks have emerged in large numbers. Therefore, if we examine the environment of our banking industry, we can see that our commercial banks are facing enormous competitive pressure. Under the current market competition conditions, the owners of commercial banks have to face both internal and external pressures. As one of the commercial banks in our country, bank A must face the fierce market competition with higher working standard and modern management system. Competition pattern, thus win sustainable development. How to effectively implement the human resource management, stabilize the bank staff, stimulate the creativity of the employees, improve the economic benefits of the bank, meet the financial needs of the people has become an important subject of human resources management in banks. In recent years, with the development of economy, the job satisfaction demand of the banking industry has been gradually increased, and the current motivate mechanism of the employees in the banking industry can no longer fully meet the needs of the employees. Therefore, Anqing Branch and other commercial banks are faced with frequent staff turnover and loss. In the face of fierce market competition, it is inevitable for banks to establish a scientific and reasonable motivate mechanism in order to stabilize the staff. In view of the fact that Herzberg's two-factor theory shows a good effect in human resource management, the author tries to combine the two-factor theory with the human resource management of Anqing Branch of Bank A to grasp the motivate factors and health factors. In order to improve the stability of the bank staff, the dual factor theory is integrated into the banking management, and the staff motivate system is perfected. In this paper, I take the employee motivate mechanism of A Bank Anqing Branch as the starting point to stabilize the bank staff, and study how to apply the two-factor theory to the bank employee motivate mechanism. Therefore, I designed the motivation questionnaire and interview outline by using the two-factor theory model. Through the careful study and analysis of the data obtained from the questionnaire survey and the interview, the motivate scheme is obtained. According to the problems in the operation ofII the motivate system, and in view of the main problems, I am guided by the two-factor theory. This paper puts forward the construction principle of motivate staff system and the corresponding comprehensive motivate means. Optimization and reuse of motivate system The guarantee of implementing measures can effectively solve the problem of staff motivation in order to ensure the stability of the bank talent team and thus help the A Bank Anqing Branch to develop healthily and sustainably. KEYWORDS: two-factor theory;knowledge workers;the motivate mechanism1 目 录 第一章 绪论...................................................................................................1 第一节 选题背景及意义..................................................................................................1 一、选题背景................................................................................................................1 二、选题意义................................................................................................................1 第二节 国内外研究现状 ................................................................................................2 一、国外研究现状........................................................................................................2 二、国内研究现状........................................................................................................2 三、文献总评................................................................................................................4 第三节 研究内容 ............................................................................................................4 第四节 研究方法 ............................................................................................................4 第二章 激励理论的概述...............................................................................6 第一节 激励的涵义 ........................................................................................................6 第二节 激励相关理论 ....................................................................................................6 一、马斯洛需求层次理论............................................................................................6 二、阿尔德弗理论........................................................................................................6 三、赫茨伯格的双因素理论........................................................................................7 第三节 完善知识型员工激励机制的意义 ....................................................................8 一、知识型员工定义....................................................................................................8 二、员工激励机制的意义............................................................................................9 第三章 A 银行安庆分行员工激励现状的分析.........................................12 第一节 A 银行安庆分行的概况介绍...........................................................................12 第二节 A 银行安庆分行员工激励机制的现状...........................................................12 一、A 银行安庆分行激励机制概况..........................................................................12 二、管理类员工激励现状..........................................................................................13 三、营销类员工激励现状..........................................................................................14 第三节 员工激励机制存在的问题及原因分析 ..........................................................142 一、员工激励机制存在的问题.................................................................................. 14 二、员工激励机制存在问题的原因.......................................................................... 17 第四章 激励机制的优化方案.....................................................................21 第一节 员工激励机制优化的方向.............................................................................. 21 一、优化的方向和基本原则...................................................................................... 21 二、优化的思路.......................................................................................................... 22 第二节 源于保健因素的方案设计.............................................................................. 25 一、构建极具竞争力的薪酬制度.............................................................................. 25 二、改善绩效管理制度.............................................................................................. 25 三、改善企业的执行力.............................................................................................. 26 四、改善银行员工的工作环境.................................................................................. 27 第三节 源于激励因素的方案设计.............................................................................. 27 一、让员工做主人被认可.......................................................................................... 27 二、使银行员工感受到会不断成长.......................................................................... 28 三、发现员工身上的闪光点...................................................................................... 29 四、让员工竞选挑战性的任务.................................................................................. 29 五、实行权责对等管理.............................................................................................. 29 第五章 员工激励机制优化后的实施保障.................................................30 第一节 建立现代企业文化.......................................................................................... 30 第二节 坚持以人为本，完善绩效考核制度.............................................................. 30 一、营销类员工月度绩效考核.................................................................................. 30 二、完善一线知识型人员和行政知识型人员考核.................................................. 32 第三节 建立科学的薪酬制度...................................................................................... 32 一、创新薪酬管理理念，重视现代薪酬管理.......................................................... 32 二、科学地制定薪酬标准，拉大差距...................................................................... 33 三、改变现有薪酬模式结构，完善福利待遇.......................................................... 33 第四节 重视物质激励与精神激励的共同发展.......................................................... 34 一、物质激励的构建.................................................................................................. 34 二、精神激励的构建.................................................................................................. 34 第五节 完善公司内部环境建设，提供员工深造机会.............................................. 353 一、增强 A 银行安庆分行与员工之间的交流沟通.................................................35 二、提供员工深造机会..............................................................................................36 第六章 研究报告结束语及展望.................................................................37 第一节 研究报告的发现和结论 ..................................................................................37 第二节 研究报告存在问题 ..........................................................................................38 第三节 研究报告对未来的展望 ..................................................................................38