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成果。除论文中已经注明引用的内容外，对论文的研究做出重要贡献的个人和集体，
均已在文中以明确方式标明。本论文中不包含任何未加明确注明的其他个人或集体已
经公开发表的成果。
本声明的法律责任由本人承担。
论文作者签名：
2022年 6月 18日
论文知识产权权属声明
本人在导师指导下所完成的论文及相关的职务作品，知识产权归属学校。学校享
有以任何方式发表、复制、公开阅览、借阅以及申请专利等权利。本人离校后发表或
使用学位论文或与该论文直接相关的学术论文或成果时，署名单位仍然为长安大学。
（涉密论文在解密后应遵守此规定）
论文作者签名：
导师签名：
2022年 6月 18日
2022年 6月 18日
摘要
摘要
随着金融体系的爆发式发展以及银行业新兴经营管理模式的层出不穷，市场与人
才的双重争夺成为目前商业银行需要面临的主要问题。在这种环境下，如何通过建立
有效的员工激励机制和管理制度，在激烈的竞争中留住有用人才，已经成为 QN农村商
业银行CA支行发展道路上急需解决的重大课题。
本论文以QN农村商业银行 CA支行网点柜员为研究对象，通过文献研究总结了国
内外现有的主流人才激励理论和激励机制，详细介绍了 QN农村商业银行CA支行的发
展历程以及现有柜员激励机制。通过设计问卷调查、访谈以及统计分析方法系统全面
地分析了现有激励体系存在的问题，认为 CA支行网点柜员激励方面主要存在薪酬福利
绩效制度不合理、员工晋升考核体系不透明、企业文化激励形式化以及缺乏有效的精
神激励等问题。针对以上问题，形成了 CA支行柜员激励机制改进的原则和思路。在考
虑CA支行柜员的实际情况下，分别从薪资福利与绩效制度、人才发展计划和企业文化
及精神激励策略的角度提出了激励机制的改进方案。同时，为保障激励改进方案的有
效实施，从组织制度与资源配套方面提出了保障措施。
通过QN农村商业银行 CA支行柜员激励机制改进方案的实施，期待能够降低柜员
的人员流失率、提高员工的绩效与满意度、提高支行的经济效益，并给同类型其它农
村商业银行的员工激励方案提供经验借鉴。
关键词：农村商业银行，柜员，员工激励，激励机制
I
长安大学硕士学位论文
ABSTRACT
With the explosive development of the financial system and the emerging business
management models of the banking industry, the dual competition between market and
talents has becomethe main problemthat commercial banksneed to face.In this
environment, how to retain useful talents in the fierce competition by establishing an
effective employee incentive mechanism and management system has become an important
issue to be solved urgently on the development road of CA branch of QN rural commercial
bank.
This paper takes the grass-roots tellers of CA branch of QN rural commercial bank as
the research object,summarizes the existingmainstream talentincentive theory and
incentive mechanism at home and abroad through literature research, and introduces in
detail the development process and existing incentive mechanism of QN rural commercial
bank. Through the design of questionnaires, interviews and statistical analysis methods, this
paper systematically and comprehensively analyzes the problems existing in the existing
incentive system. It is considered that the grass-roots network tellers of CA sub branch
mainly have some problems, such as unreasonable salary and welfare performance system,
opaqueemployee promotionassessmentsystem,formalizationof corporateculture
incentive and lack of effective spiritual incentive. In view of the above problems, the
principles and ideas for improving the incentive mechanism of grass-roots tellers in CA sub
branch have been formed. Considering the actual situation of grass-roots tellers in CA sub
branch, this paper puts forward the improvement scheme of incentive mechanism from the
perspectives of salary, welfare and performance system, talent development plan, corporate
culture and spiritual incentive strategy. At the same time, in order to ensure the effective
implementation of the incentive improvement scheme, the guarantee measures are put
forward from the aspects of organization system and resource matching.
Through the implementation of the improvement scheme of grass-roots teller incentive
mechanism of CA branch of QN rural commercial bank, it is expected to reduce the staff
turnover rate,improve theperformance and satisfactionof employees,improve the
economic benefits of enterprises,and provide experience referencefor the employee
incentive schemes of other commercial banks of the same type.
Key words: Rural commercial Bank , Teller , Staff motivation , Motivate mechanism
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