吉林银行长春亚泰大街支行薪酬激励机制优化研究

发布时间：2018-02-20 17:28

本文关键词： 商业银行吉林银行长春亚泰大街支行激励机制优化策略　出处：《吉林大学》2017年硕士论文　论文类型：学位论文

【摘要】：在商业银行的人力资源管理中,科学合理的激励机制是非常重要的,直接关系到商业银行的管理水平和层次,也关系到企业未来的生存和发展,因此,从这个意义讲,完善的激励机制可以良好的激励员工的工作积极性,反之亦然。激励是指激发员工的工作动机,也就是说用各种有效的方法去调动员工工作中的积极性和创造性,使员工努力去完成组织的任务,实现组织的目标。激励机制的合理与否,直接关系商业银行员工队伍的稳定性,影响人力资源的投入产出效果,决定商业银行核心竞争能力的形成与保持,进而深层次地影响企业的生存与发展。激励的尺度对于人力资源管理来讲很重要,有效的激励还必须以评价体系为保证,公正的绩效评价是达到激励员工的最好效果。商业银行为了应对激烈的市场竞争,提高员工的工作积极性,需要实施战略性高的激励机制。本文以激励理论为基础,以吉林银行长春亚泰大街支行薪酬激励机制为例,分析了该支行在激励机制方面存在的主要问题,以及造成目前这些问题的原因。另外,本文从战略目标和企业文化建设的角度进一步论述了该支行薪酬激励机制的构建及优化措施,从岗位等级、绩效考评、内部优化等方面进行了激励机制的优化策略阐述。本文分为六部分。第一部分是绪论,主要内容是本文的研究背景及目的意义;第二部分是相关理论的阐述和国内外文献综述。第三部分的主要内容是吉林银行长春亚泰大街支行目前薪酬激励机制的现状和存在的问题,从整体角度出发阐述了目前该支行薪酬激励机制的不足之处,并进一步阐述了该支行薪酬激励机制失效的原因,如管理理念的陈旧,尤其是对激励机制认识的不足、绩效考核的不科学及岗位等级的不健全等。第四、五部分的主要内容是该支行在激励机制优化方面的主要措施,主要是采取了宽带薪酬激励管理模式来优化,而且在十分注重长期激励的同时,逐步优化激励机制的内外环境。最后一部分是结束语,对全文进行概括性的总结和阐述。
[Abstract]:In the human resource management of commercial banks, scientific and reasonable incentive mechanism is very important. It is directly related to the management level and level of commercial banks, and also to the survival and development of enterprises in the future. Therefore, in this sense, A perfect incentive mechanism can encourage the work enthusiasm of the employees, and vice versa. Motivation is to stimulate the motivation of the employees, that is to say, to mobilize the enthusiasm and creativity of the employees in the work with all kinds of effective methods. To make the staff work hard to complete the task of the organization, to achieve the goals of the organization, and whether the incentive mechanism is reasonable or not is directly related to the stability of the workforce of commercial banks, and affects the input-output effect of human resources. It determines the formation and maintenance of the core competitive power of commercial banks, and then deeply affects the survival and development of enterprises. The scale of incentive is very important for human resource management, and the effective incentive must be guaranteed by the evaluation system. Fair performance evaluation is the best effect to motivate employees. In order to cope with the fierce market competition and improve the work enthusiasm of employees, commercial banks need to implement a strategic and high incentive mechanism. Taking the compensation incentive mechanism of Changchun Yatai Street Branch of Jilin Bank as an example, this paper analyzes the main problems existing in the incentive mechanism of the branch and the causes of these problems. From the angle of strategic goal and enterprise culture construction, this paper further discusses the construction and optimization measures of the compensation incentive mechanism of the branch bank. This article is divided into six parts. The first part is the introduction, the main content is the research background and the purpose significance of this paper; The third part is the main content of Jilin Bank Changchun Yatai Street Branch of the current pay incentive mechanism and existing problems. From the whole angle, this paper expounds the shortcomings of the current compensation incentive mechanism of the branch, and further expounds the reasons for the failure of the compensation incentive mechanism of the branch, such as the obsolete management concept, especially the lack of understanding of the incentive mechanism. In 4th, the main contents of the five parts are the main measures to optimize the incentive mechanism of the branch, which mainly adopt the broadband salary incentive management mode to optimize, At the same time, we should gradually optimize the internal and external environment of the incentive mechanism. The last part is the conclusion, summarizing and expounding the whole text.
【学位授予单位】：吉林大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F832.33

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