金融市場的融資放款業務，產生了許多不良的社會現象，與公司獎酬設計、業務員銷售的行為，銀行的獲利經營模式等皆有密切因果關係。本研究希望透過以下問題來探討個案公司業務品質改善及業務成長機會點，並將KPI改善更全面，使得獎勵辦法本身可以反映KPI的達成，且經由合理的獎勵措施及目標的設定來促進業務發展更全面。 本研究以質性研究的個案公司分析法及其他同業訪談內容加以歸納分析績效目標的設定與激勵辦法之間的關係。此研究發現有效的設計激勵辦法需要搭配實施在與績效目標設定的相同方向，才有明顯效果，若方向、權重不同，效果大大折扣。其次發現KPI不夠彈性導致工作內容狹窄，影響員工技能發展，太過專精，無法學習其他部門業務技能，有深度無廣度，同時降低轉介客戶到其他部門業務的協銷慾望，阻礙公司利潤成長及業務推展。 本研究建議為了提升銀行業務員素質公司應該在績效目標設定上做改善，同時配合有效的激勵辦法，才能使公司符合社會大眾心目中的銀行，進而使公司業務成長增加綜效。;The financial lending business in the financial market has generated many undesirable social phenomena, which are closely related to the design of company rewards, salesperson′s behavior, and the profit-making business model of banks. This study aims to explore the following issues to improve the business quality and business growth opportunities of the company, and to improve the KPI in a more comprehensive manner, so that the incentive scheme itself can reflect the achievement of KPI, and to promote the business development in a more comprehensive manner through reasonable incentive measures and target setting. In this study, the relationship between performance target setting and incentives was summarized and analyzed using qualitative case study analysis and other interviews with peers. This study found that an effective design of motivational approach needs to be implemented in the same direction as the goal setting to have significant effect, and if the direction is different, the effect is greatly reduced. Secondly, it is found that the KPI is not flexible enough, which leads to narrow work content and affects the skill development of employees, who are too specialized to learn other departments′ business skills. This study suggests that in order to improve the quality of bank employees, the company should improve the performance target setting, and at the same time with effective motivation, in order to make the company meet the public image of the bank, and then make the company′s business growth more effective.
