M银行山东省分行员工激励体系优化研究

发布时间：2018-01-10 20:09

本文关键词：M银行山东省分行员工激励体系优化研究　出处：《山东大学》2012年硕士论文　论文类型：学位论文

【摘要】：知识经济时代,作为知识载体的人力资源,已成为影响企业生存和发展的关键因素。面对日趋激烈的市场竞争,以及不断变化的市场,人才争夺已经成为-场没有硝烟的战争。而对于人才的竞争,本质上还是企业之间人才激励的竞争。员工的激励体系建设是现代企业开展人力资源管理的重要内容之一,作为一种管理的方式,如何充分调动员工的积极性,激励员工努力工作并完成高质量的工作正是其要处理的关键问题。在我国加入WTO、金融全球化的形势下,银监会于2009年放宽中小商业银行分支机构的市场准入政策,很多城市商业银行开始迅猛扩张,银行业的同质化竞争愈演愈烈。在这样内外夹击的金融环境下,国有商业银行的经营发展面临着严峻的挑战,如何构建良好的激励体系将是决定国有商业银行竞争成败的关键因素。本文以M银行山东省分行为研究对象,运用相关的激励理论对员工激励进行了研究,首先通过调查问卷发现M银行山东省分行的激励体系主要存在着四个方面的问题：员工培训力度不够、薪酬福利难尽人意、员工工作压力过大和职业规划有待加强。针对该行员工激励现状,笔者提出了优化激励体系的建议(包括培训制度、薪酬管理体系、工作生活质量管理以及职业生涯管理四个方面),藉此以帮助M银行山东省分行实施科学合理有效的员工激励。相信本文的研究会对M银行山东省分行的员工激励体系的完善有一定的借鉴意义,同时也能为其他同类企业,特别是国有商业银行的经营发展提供一些可鉴之处。
[Abstract]:The era of knowledge economy, human resources as the carrier of knowledge, has become the key factors affecting the survival and development of enterprises. Facing the increasingly fierce market competition and changing market, the war for talent has become a field without smoke. And for the talent competition, talent incentive competition between the quality or construction enterprises. The employee incentive system is one of the important contents in the modern enterprise human resources management, as a management mode, how to fully mobilize the enthusiasm of the staff, motivate employees to work hard and complete the high quality of the work is to deal with the key problems.
In China's accession to the WTO, financial globalization, China Banking Regulatory Commission on 2009 to relax the branches of small and medium sized commercial banks market access policy, many city commercial banks began rapid expansion, the homogenization of competition in the banking sector intensified. In the financial environment inside and outside attack, the management of the state-owned commercial bank development faces severe challenges. How to build a good incentive system is the key factor to determine the success or failure of the state-owned commercial bank competition.
In this paper, the M bank Shandong branch as the research object, using relevant incentive theory to study motivation, first through the survey found that the Shandong branch of M bank's incentive system mainly exists in four aspects: staff training is not enough, the salary welfare nanjinrenyi, employees work pressure and occupation planning needs to be strengthened. For the line staff incentive situation, the author puts forward the optimization suggestion incentive system (including training system, salary management system, the quality of work and life management and occupation career management in four aspects), to help M Bank branch in Shandong province to implement the reasonable and effective staff motivation. I believe there is some significance to perfect the Shandong branch of M bank staff incentive system this study will, but also for other similar enterprises, especially state-owned commercial bank business development. For some point of view.

【学位授予单位】：山东大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：F272.92;F832.3

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