中国农业银行股份有限公司黑龙江省分行薪酬制度研究
发布时间：2019-03-15 19:06
【摘要】：薪酬是黑龙江农行业务经营和资源分配的指挥棒，是黑龙江农行事业发展的指南针，，薪酬政策的科学性如何决定着黑龙江农行业务经营是否沿着健康的轨道发展。 从1982年起，黑龙江农行就开始着手薪酬制度的改革，但一直处于探索之中，始终没有从根本上解决职工薪酬与贡献的脱节，至今还深受行员等级工资制度的影响，并且在改革探索中又产生了新的不合理、不科学的局部薪酬分配政策。 在这样的背景下，借鉴国外先进的薪酬管理理论和方法、参考国内股份制银行的薪酬管理制度，制定符合本行实际的薪酬管理政策势在必行。 本文通过对黑龙江农行薪酬管理中存在的问题分析，提出了建立岗位工资制度的观点，拟通过岗位工资制度解决职工薪酬与贡献脱节的问题，切实增强黑龙江农行薪酬制度对员工的激励程度，激活黑龙江省农行一盘棋，为实现黑龙江省农行与一万八千员工的共同成长建立机制平台。
[Abstract]:Salary is the baton of Heilongjiang Agricultural Bank's business management and resource allocation. It is also the compass of Heilongjiang Agricultural Bank's business development. The scientific nature of salary policy determines whether Heilongjiang Agricultural Bank's business management develops along a healthy track or not. Since 1982, Heilongjiang Agricultural Bank has begun to reform the salary system, but it has been in the process of exploration, and has never fundamentally resolved the disconnect between the salary and contribution of the workers, and is still deeply influenced by the rank salary system of the staff. And in the reform exploration has produced the new unreasonable, unscientific partial salary distribution policy. Under this background, it is imperative to draw on the advanced compensation management theories and methods of foreign countries, refer to the salary management system of domestic joint-stock banks, and formulate the compensation management policy which accords with the actual situation of our bank. Based on the analysis of the problems existing in the salary management of Heilongjiang Agricultural Bank, this paper puts forward the viewpoint of establishing the post salary system, and intends to solve the problem of the disconnection between the salary and the contribution of the staff and workers through the post salary system. In order to realize the common growth of Heilongjiang Agricultural Bank and 18000 employees, we should strengthen the incentive degree of the salary system of Heilongjiang Agricultural Bank, activate a game of chess of Heilongjiang Agricultural Bank, and establish a mechanism platform for realizing the common growth of Heilongjiang Agricultural Bank and 18000 employees.
【学位授予单位】：哈尔滨工业大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F832.33;F272.92
本文编号：2440900
[Abstract]:Salary is the baton of Heilongjiang Agricultural Bank's business management and resource allocation. It is also the compass of Heilongjiang Agricultural Bank's business development. The scientific nature of salary policy determines whether Heilongjiang Agricultural Bank's business management develops along a healthy track or not. Since 1982, Heilongjiang Agricultural Bank has begun to reform the salary system, but it has been in the process of exploration, and has never fundamentally resolved the disconnect between the salary and contribution of the workers, and is still deeply influenced by the rank salary system of the staff. And in the reform exploration has produced the new unreasonable, unscientific partial salary distribution policy. Under this background, it is imperative to draw on the advanced compensation management theories and methods of foreign countries, refer to the salary management system of domestic joint-stock banks, and formulate the compensation management policy which accords with the actual situation of our bank. Based on the analysis of the problems existing in the salary management of Heilongjiang Agricultural Bank, this paper puts forward the viewpoint of establishing the post salary system, and intends to solve the problem of the disconnection between the salary and the contribution of the staff and workers through the post salary system. In order to realize the common growth of Heilongjiang Agricultural Bank and 18000 employees, we should strengthen the incentive degree of the salary system of Heilongjiang Agricultural Bank, activate a game of chess of Heilongjiang Agricultural Bank, and establish a mechanism platform for realizing the common growth of Heilongjiang Agricultural Bank and 18000 employees.
【学位授予单位】：哈尔滨工业大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F832.33;F272.92
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