国有商业银行a分行薪酬体系优化研究

国有商业银行A分行薪酬体系优化研究摘要随着我国新兴股份制银行机构以及外资银行在国内各大中城市网点布局步伐的加快,国有商业银行分支机构受到全面冲击。由于国有商业银行普遍面临过重的财务负担,很难在总体薪酬水平上立即缩小与他们之间的差距,同时国有商业银行固有的体制僵化的先天不足,影响其市场反应和竞争能力。市场的流失固然可惜,但是更为可怕的是大量中青年业务骨干和管理人员的流失。国有商业银行尽管在人才总量上占尽优势,但是从人才结构上看,国有商业银行高素质的中青年员工并不充裕,如不能抓紧人力资源管理制度的改革和创新,创造一个吸引人才的良好环境,阻止人才单向流出的现状,势必进一步影响国有商业银行竞争能力的培育,因此,优化薪酬改革,创造一个面向市场,更富竞争能力的薪酬体系,对国有商业银行来说已是迫在眉睫。薪酬制度是商业银行激励机制的重要组成部分,是人力资源管理体系的“发动机”。薪酬体系合理与否决定了人力资源管理和开发的水平,同时人力资源管理的基础工作扎实与否,也在很大程度上决定了薪酬体系的发挥作用的程度。因此,优化薪酬体系是提升国有商业银行人力资源管理水平的的系统工程。必须以科学的理论为基础,结合升入细致的人力资源管理各个管理模块的系统优化,才能真正激发薪酬体系的活力与效能。基于这个认识,本人对薪酬理论,特别是对激励理论进行系统的思考和总结,结合相关工作实践经验,综合运用MBA阶段所学的人力资源管理、战略管理、商业银行经营管理等学科知识,对国有商业银行A分行商业银行薪酬管理改革进行了分析和论证,目的是为A分行巩固薪酬管理优化成果,继续深化酬管理改革指明方向,也为与A行类似的商业银行进行薪酬管理改革提供借鉴。但是,由于本人水平和实践经验有限,加之薪酬制度是各商业银行的核心机密,资料搜集难度很大,文中一定有很多疏忽和错误之处,恳请各位论文评审专家和答辩专家批评指正。本人将在以后的工作和学习中对这些问题作进一步的研究和探讨,以期能对我国商业银行的薪酬管理机制的完善做出自己的贡献。关键词商业银行薪酬管理优化1ABSTRACTWITHTHEACCELERATIONOFBANKNODESDEPLOYMENTFROMCHINAEMERGINGSHARESYSTEMCOMMERCIALBANKSANDFOREIGNCAPITALBANKSINCITIESOFCHINA,THEBUSINESSOFSTATEOWNEDCOMMERCIALBANKSHASBEENAFFECTEDCOMPREHENSIVELYBECAUSEOFCOMMONLYHAVINGHEAVYFINANCIALBURDEN,ITISDIFFICULTFORSTATEOWNEDCOMMERCIALBANKSTOQUICKLYREDUCETHESALARYGAPBETWEENTHEMANDBANKSMENTIONEDABOVEATTHESAMETIME,SUFFERINGFROMLOWEFFICIENTMECHANISMFORMEDINHISTORY,STATEOWNEDCOMMERCIALBANKSHAVEBEENAFFECTEDBOTHINMARKETINGANDCOMPETENCEITISAPITYFORSTATEOWNEDCOMMERCIALBANKSTOLOSEMARKETSINCHINAHOWEVER,LOSINGOFMANYYOUNGQUALIFIEDPROFESSIONALSANDMANAGERSMAKESTHESITUATIONEVENWORSEALTHOUGHSTATEOWNEDCOMMERCIALBANKSTAKEADVANTAGESINQUALIFIEDPERSONNEL,JUDGINGFROMTHESTRUCTUREOFEMPLOYEES,ITISNOTSOADEQUATEASITLOOKSINTHERESERVATIONOFHIGHQUALIFIEDYOUNGPROFESSIONALSIFTHEENVIRONMENTOFHUMANRESOURCESYSTEMNOTREFORMEDINTHENEARFUTURETOCHANGETHEPROFESSIONALSONEWAYLOSINGSITUATION,ITWILLFINALLYAFFECTTHEBREEDINGOFCOMPETENCEINSTATEOWNEDCOMMERCIALBANKSTHEREFORE,ITHASBECOMEEXTREMELYEMERGENTFORSTATEOWNEDCOMMERCIALBANKSTOOPTIMIZESALARYREFORMATIONTOCREATEAMARKETORIENTEDANDMORECOMPETITIVECOMPENSATIONSYSTEMCOMPENSATIONSYSTEMISTHEKEYPARTOFINCENTIVEMECHANISMINCOMMERCIALBANKSITISTHESOCALLED“ENGINE”OFTHEHUMANRESOURCEMANAGEMENTSYSTEMWHETHERTHECOMPENSATIONSYSTEMISAPPROPRIATEORNOTLEVELSTHEMANAGEMENTANDDEVELOPMENTOFTHEHUMANRESOURCEMOREOVER,THEBASISOFTHEMANAGEMENTOFHUMANRESOURCEDECIDESTOWHATEXTENTTHESYSTEMFUNCTIONSCONSEQUENTLY,OPTIMIZINGCOMPENSATIONSYSTEMISASYSTEMATICENGINEERINGOFIMPROVINGTHEHUMANRESOURCEMANAGEMENTINSTATEOWNEDCOMMERCIALBANKS,THISSYSTEMATICENGINEERINGSHOWSITSVIABILITYANDEFFICIENCYONLYWHENITISBUILTONSCIENTIFICTHEORYANDCOMBINEDWITHTHEACTUALLYOPTIMIZINGINVARIOUSMANAGEMENTMODULESOFHUMANRESOURCEMANAGEMENTBASEDONABOVEUNDERSTANDING,IWILLMAKEASYSTEMICSTUDYANDCONCLUSIONONCOMPENSATIONTHEORY,SPECIALLY,ONINCENTIVEMECHANISMTHEORYASSOCIATINGWITHMYRELATIVEWORKEXPERIENCE,GENERALLYAPPLYINGFORMYKNOWLEDGEFROMMBACOURSESUCHASHUMANRESOURCEMANAGEMENT,STRATEGYMANAGEMENT,MARKETINGMANAGEMENTINCOMMERCIALBANKS,IWILLPERFORMANANALYSISANDARGUMENTONTHECOMPENSATIONSYSTEM2OFASTATEOWNEDCOMMERCIALBANKBRANCHATOSTRENGTHENITSRESULTOFOPTIMIZINGCOMPENSATIONMANAGEMENTANDTOPOINTADIRECTIONFORITSFURTHERREFORM,FURTHERMORE,TOHOLDAMIRRORTOSIMILARSTATEOWNEDCOMMERCIALBANKSHOWEVER,OWINGTOTHELIMITATIONOFMYKNOWLEDGEANDSECRETBACKGROUNDOFCOMPENSATIONSYSTEMINCOMMERCIALBANKS,ITISTOUGHTOCOLLECTRELATEDDOCUMENTS,THEREMUSTBEMISTAKESANDERRORSINTHETHESIS,IEXPECTTHATTHISSUBJECTWILLRAISEATTENTIONFROMMORESCHOLARSANDWELCOMECRITICISMONMYTHESISIWILLMAKEFURTHERRESEARCHONTHESEISSUESDURINGMYWORKANDSTUDYINTHEFUTUREHOPEFULLY,MYWORKCANCONTRIBUTETOTHEIMPROVEMENTOFCOMPENSATIONMANAGEMENTMECHANISMOFSTATEOWNEDCOMMERCIALBANKSINCHINAKEWWORDSCOMMERCIALBANKS,COMPENSATONMANAGEMENTOPTIMIZATION3目录1绪论111研究背景1111问题的提出1112研究的目的与意义212研究思路、方法与内容3121研究思路3122研究方法4123研究内容413相关研究综述514本文创新与不足72薪酬体系优化的理论基础821薪酬的理论基础8211薪酬及其构成8212薪酬管理与薪酬体系9213薪酬的功能9214影响薪酬的因素11215薪酬体系的主要模式11216薪酬体系优化的步骤1322相关激励理论13221内容型激励理论14222过程型激励理论16223行为矫正型激励理论193国外商业银行薪酬体系的实践2131日本银业的薪酬制度21311日本银行业薪酬制度的特点21312日本银行业薪酬制度的内容2132美国银行业的薪酬制度22321美国银行业的薪酬机构22322美国银行业薪酬制度的特点23323美国银行业薪酬制度的基本内容2333新加坡银行业的薪酬制度23331新加坡银行业薪酬制度的基本特征23332新加坡银行的灵活薪资制度24I34西方国家商业银行福利制度2435国外商业银行薪酬制度的主要特点254国有商业银行A分行薪酬体系现状分析2741A分行介绍27411组织结构情况27412主要业务介绍27413科技发展情况28413经营情况2842A分行薪酬体系现状28421A分行薪酬体系沿革28422A分行薪酬体系现状2943国有商业银行A分行薪酬体系存在的主要问题305国有商业银行A分行薪酬体系的优化3351薪酬体系优化的原则3352薪酬体系优化的总体思路3453薪酬体系优化的基础工作35531薪酬诊断35532建立岗位职级体系36533人岗匹配4154薪酬体系优化的具体方案42541薪酬定位42542确定薪酬制度43543分类确定工资结构45544优化岗位工资制度46545优化绩效考核48546优化福利保障49547完善中长期激励5055薪酬体系的配套措施的优化51551优化工资总额配置51552薪酬集中发放52553本部费用控制52结论与展望53参考文献54致谢56IICONTENTS1ABSTRACT111RESEARCHBACKGROUND1111POSINGOFAPROBLEM1112PURPOSEANDSIGNIFICANCEOFTHESTUDY212RESEARCHMETHODOLOGY,METHODSANDCONTENT3121RESEARCHMETHODOLOGY3122RESEARCHMETHODS4123RESEARCHCONTENT413RELATEDRESEARCH514INNOVATIONANDDEFICIENCYOFTHEESSAY72THEORYFOUNDATIONOFTHECOMPENSATIONSYSTEMSOPTIMIZATION821THEORYFOUNDATIONOFCOMPENSATION8211COMPENSATIONANDITSCOMPONENTS8212COMPENSATIONMANAGEMENTANDCOMPENSATIONSYSTEM9213FUNCTIONSOFCOMPENSATION9214FACTSAFFECTINGCOMPENSATION11215MAINMODESOFCOMPENSATIONSYSTEM11216PROCEDUREOFCOMPENSATIONSYSTEMSOPTIMIZATION1322RELATEDMOTIVATIONTHEORY13221CONTENTBASEDMOTIVATIONTHEORY14222PROCESSORIENTEDMOTIVATIONTHEORY16223BEHAVIORMODIFICATIONBASEDMOTIVATIONTHEORY193PRACTICEOFCOMPENSATIONSYSTEMINOVERSEACOMMERCIALBANKS2131COMPENSATIONSYSTEMOFBANKINGINJAPAN21311FEATURESOFCOMPENSATIONSYSTEMOFBANKINGINJAPAN21312CONTENTOFCOMPENSATIONSYSTEMOFBANKINGINJAPAN2132COMPENSATIONSYSTEMOFBANKINGINUS22321COMPENSATIONORGANIZATIONOFBANKINGINUS22322FEATURESOFCOMPENSATIONSYSTEMOFBANKINGINUS23323CONTENTOFCOMPENSATIONSYSTEMOFBANKINGINUS2333COMPENSATIONSYSTEMOFBANKINGINSINGAPORE23331FEATURESOFCOMPENSATIONSYSTEMOFBANKINGINSINGAPORE23332FLEXIBLESALARYSYSTEMINSINGAPORE24III34WELFARESYSTEMOFWESTERNSTATEOWNEDCOMMERCIALBANKS2435FEATURESOFCOMPENSATIONSYSTEMINWESTERNCOUNTRIES254ANALYSISOFCURRENTSITUATIONINONEBRANCHFROMSTATEOWNEDCOMMERCIALBANKA2741INTRODUCTIONOFBRANCHA27411SITUATIONOFORGANIZATIONSTRUCTURE27412INTRODUCTIONOFMAINBUSINESS27413SITUATIONOFTECHNOLOGYDEVELOPMENT28413BUSINESSSITUATION2842CURRENTSITUATIONOFBRANCHASCOMPENSATIONSYSTEM28421HISTORYOFBRANCHASCOMPENSATIONSYSTEM28422CURRENTSITUATIONOFBRANCHASCOMPENSATIONSYSTEM2943EXISTINGMAINPROBLEMSOFBRANCHASCOMPENSATIONSYSTEM305OPTIMIZATIONOFCOMPENSATIONSYSTEMINBRANCHA3351OPTIMIZATIONPRINCIPLEOFCOMPENSATIONSYSTEM3352GENERALOPTIMIZATIONMETHODOLOGYOFCOMPENSATIONSYSTEM3453FOUNDATIONALWORKOFCOMPENSATIONSYSTEMOPTIMIZATION35531DIAGNOSISOFSALARY35532CONSTRUCTINGRANKSYSTEM36533PERSONJOBFITMANAGEMENT4154SPECIFICSOFCOMPENSATIONSYSTEMOPTIMIZATION42541SALARYPOSITION42542DETERMINATIONOFCOMPENSATIONSYSTEMOPTIMIZATION43543CLASSIFICATIONTODETERMINETHECOMPENSATIONSTRUCTUR