唐山建行基层员工薪酬激励机制设计

发布时间：2018-05-04 13:49

本文选题：唐山建行 + 基层员工　；参考：《华中科技大学》2012年硕士论文

【摘要】：目前，我国金融业已经全面对外开放，外资银行和中小股份制商业银行纷纷进入。外资银行和中小股份制银行凭借资金实力、管理经验等优势，给我国国有商业银行业带来巨大的人才竞争压力。为了在竞争中获得优势地位，，国有商业银行必须不遗余力的提高自身竞争力。根据中国目前的现状，薪酬激励仍是决定人才流动的最重要的因素，激励机制是影响人力资本能动性的核心因素之一，是影响人力资本效能发挥的“驱动力”。如何有效的激励员工，调动他们的工作积极性，对于商业银行赢得和留住大量优质客户、在激烈的竞争中取得优势和提高业绩具有非常重要的意义。自上世纪以来，企业层面的宏观薪酬管理激励理论在国内外经济学者们的共同努力下不断发展和不断完善，形成了一系列科学的薪酬激励理论。我国国内学者在国有商业银行的人力资源管理、薪酬管理、薪酬结构、薪酬体系设计等方面的研究也取得了较为丰硕的成果，但薪酬激励方面的研究相对较少，已有研究也主要是对于国有商业银行高管人员的薪酬激励的研究，对国有商业银行尤其是国有商业银行基层机构的薪酬激励的研究较少。本文将唐山建行基层机构薪酬激励问题作为研究对象，对唐山建行基层机构的薪酬激励状况进行分析，总结目前唐山建行基层机构在员工薪酬激励方面存在的问题和不足，结合经典薪酬激励理论对如何完善唐山建行基层机构薪酬激励提出建议和对策。文中一些具体的分层次的激励策略通过实践运用已经取得了初步成果，希望借此研究帮助唐山建行基层机构的薪酬激励机制建设实现进一步提升，找到真正符合其发展规律，并能促进其提升的合理模式，不断提高唐山建行综合竞争力。
[Abstract]:At present, China's financial industry has been fully open to the outside world, foreign banks and small-and medium-sized joint-stock commercial banks have entered. With the advantages of capital strength and management experience, foreign banks and small and medium-sized joint-stock banks bring great competitive pressure to the state-owned commercial banks of our country. In order to gain advantage in competition, state-owned commercial banks must spare no effort to improve their competitiveness. According to the present situation of China, salary incentive is still the most important factor to determine the flow of talents, and the incentive mechanism is one of the core factors that influence the human capital initiative and the "driving force" that affects the exertion of human capital efficiency. It is very important for commercial banks to win and retain a large number of high quality customers, gain advantages and improve their performance in the fierce competition. Since the last century, the macro salary management incentive theory at the enterprise level has been developed and perfected with the joint efforts of domestic and foreign economists, and a series of scientific salary incentive theories have been formed. Domestic scholars have also made fruitful achievements in human resource management, salary management, salary structure and salary system design of state-owned commercial banks, but the research on compensation incentive is relatively few. The existing research is mainly about the compensation incentive of the senior managers of state-owned commercial banks, but the research on the compensation incentives of state-owned commercial banks, especially the grass-roots institutions of state-owned commercial banks is less. This article takes the compensation incentive problem of the basic level organization of the Tangshan Construction Bank as the research object, analyzes the compensation incentive situation of the basic level organization of the Tangshan Construction Bank, and summarizes the problems and shortcomings of the basic level organization of the Tangshan Construction Bank in the aspect of the staff compensation incentive at present. Based on the classical salary incentive theory, the paper puts forward some suggestions and countermeasures on how to perfect the compensation incentive of the basic level organizations of Tangshan Construction Bank. In this paper, some specific hierarchical incentive strategies have been achieved through practical application. It is hoped that this study will help the construction of compensation incentive mechanism in the grass-roots institutions of Tangshan Construction Bank to further enhance and find out the true development law. And can promote its promotion of a reasonable model, constantly improve the comprehensive competitiveness of Tangshan Construction Bank.
【学位授予单位】：华中科技大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：F272.92;F832.33

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