A银行基于绩效考核的薪酬设计研究

发布时间：2018-05-12 05:26

本文选题：A银行 + 薪酬设计　；参考：《广东商学院》2013年硕士论文

【摘要】：我国自改革开放以来，社会主义市场经济正在一步步的深化，企业的市场竞争机制也不断的发展，在这样的情况下，我国企业越来越看重内部管理体制的完善，，强化企业内部管理已经是各级管理部位最为重要的事情。特别是企业内部的人力资源，对于企业的发展至关重要，在抓管理抓创新的现代企业体制中，抓住关键的人才才能够为企业的竞争力塑造文化的核心，而如何加强人力资源的建设，最为重要的两点就是在企业内部建立有效的绩效考核制度和科学合理的薪酬制度。这对于银行来说也不例外，银行比其他的企业更加需要留住人才，A银行是地方性股份制银行中发展最为迅速的银行之一，在绩效考核和员工薪酬设计方面，A银行也进行过一些改进，并且能够跟上企业管理发展的步伐，但还是存在着一些问题亟待解决。因此，本文提出A银行相应的绩效考核与薪酬管理的方法，通过对绩效考核理论、绩效考核作用、薪酬设计及绩效考核与薪酬之间的关系等方面进行研究，提出基于绩效考核的薪酬设计对策。主要内容分为四大部分:第一部分提出了研究意义，研究现状等问题，对于薪酬设计与绩效考核的研究文献进行了综述；第二部分分析了关于薪酬设计与绩效考核的三大理论基础：企业绩效理论、薪酬理论与激励约束理论等，奠定全文阐述的理论基础；第三部分探讨A银行薪酬设计与绩效考核的现状，在论述了薪酬与绩效的紧密关系以后，归纳了当前银行薪酬设计与绩效考核的问题，并且指出问题的根源在于两者之间的不一致；第四部分是在前面现状和问题分析的基础上提出了绩效考核的设计方法，并且提出了基于绩效考核的薪酬设计优化方策。
[Abstract]:Since China's reform and opening up, the socialist market economy is deepening step by step, and the market competition mechanism of enterprises is constantly developing. Under such circumstances, Chinese enterprises are paying more and more attention to the perfection of the internal management system. Strengthening the internal management of enterprises has been the most important part of management at all levels. In particular, the human resources within the enterprise are very important for the development of the enterprise. In the modern enterprise system of management and innovation, only by grasping the key talents can we shape the core of the culture for the competitiveness of the enterprise. And how to strengthen the construction of human resources, the most important point is to establish an effective performance appraisal system and a scientific and reasonable compensation system within the enterprise. This is no exception to banks. Banks need to retain talents more than other enterprises. Bank A is one of the fastest growing banks among local joint-stock banks. Bank A has also made some improvements in performance appraisal and employee compensation design, and can keep up with the pace of enterprise management development, but there are still some problems to be solved. Therefore, this paper puts forward the corresponding methods of performance appraisal and compensation management in Bank A, through the research on the theory of performance appraisal, the function of performance appraisal, the design of compensation and the relationship between performance appraisal and compensation, etc. The compensation design countermeasures based on performance appraisal are put forward. The main content is divided into four parts: the first part of the research significance, research status quo and other issues, pay design and performance appraisal literature review; The second part analyzes the three theoretical bases of salary design and performance appraisal: enterprise performance theory, compensation theory and incentive and constraint theory, etc. The third part discusses the current situation of compensation design and performance appraisal in Bank A. After discussing the close relationship between compensation and performance, the paper sums up the current problems of compensation design and performance appraisal. And pointed out that the root of the problem lies in the inconsistency between the two; the fourth part is based on the previous status quo and problem analysis proposed the design method of performance appraisal and put forward the salary design optimization policy based on performance appraisal.
【学位授予单位】：广东商学院
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F832.33

【参考文献】