W银行A支行薪酬体系优化研究

发布时间：2018-04-02 21:09

本文选题：W银行A支行　切入点：薪酬体系　出处：《广东财经大学》2017年硕士论文

【摘要】：在全球经济一体化之下,国内金融业竞争日益加剧,金融企业之间的竞争归根结底在于人才的竞争,拥有高素质人才队伍的一方将比人才缺乏的一方更快占领市场,并迅速开拓市场。如何吸引和留住一支高素质的人才队伍便成为所有领域企业的重点工作。薪酬是员工到一家企业任职所付出辛劳的直接衡量标尺,良好的薪酬机制能吸引和留住高素质人才,提高企业运营效率和降低企业运营成本,可谓双丰收。W银行A支行作为金融业众多支行的一个,在激烈的市场竞争环境下,若要避免人才流失,就必须紧抓推进薪酬管理制度的优化变革,优化完善的薪酬管理体系,以适应激烈金融业竞争的需要。本文在选题背景及相关文献综述基础上,重点分析了W银行A支行薪酬体系现状,包括W银行A支行基本情况、组织结构、人力资源状况,以及W银行A支行当前所实施的薪酬模式和薪酬结构,并以问卷调查的方式,对W银行A支行的薪酬现状进行调查,最终归纳出W银行A支行薪酬存在问题的原因。基于问卷调查分析结果,为了改变W银行A支行当前薪酬实施现状,提高W银行A支行人才凝聚力和核心竞争力,对W银行A支行薪酬体系进行优化。优化内容包括W银行A支行薪酬体系方案设计目标、薪酬体系策略制定、W银行A支行分析与岗位优化、岗位价值评估、薪酬水平的确定、薪酬体系结构设计、薪酬体系中的员工福利和津贴计划。为保障优化后的薪酬体系能够在W银行A支行中顺利实施,达到薪酬体系优化的预期目标,本论文从人本观念、绩效考核、薪酬管理的组织和制度、员工、企业文化方面进行分析,对W银行A支行薪酬体系实施保障对策。
[Abstract]:Under the globalization of the global economy, the competition in the domestic financial industry is increasingly intensified. The competition among financial enterprises lies in the competition of talents. The party with high-quality talents will occupy the market faster than the one who lacks the talents.And quickly open up the market.How to attract and retain a high-quality talent team will become the focus of all areas of business.Compensation is a direct measure of the hard work paid by employees to an enterprise. A good salary mechanism can attract and retain high-quality talents, improve the efficiency of the enterprise operation and reduce the operating cost of the enterprise.As one of the many branches of the financial industry, in the fierce market competition, if we want to avoid the brain drain, we must pay close attention to the optimization and reform of the salary management system and optimize the perfect salary management system.In order to adapt to the fierce financial industry competition needs.Based on the background of the selected topic and the related literature review, this paper focuses on the analysis of the current situation of compensation system of branch A of W Bank, including the basic situation of branch A of W Bank, the organizational structure, the situation of human resources.And the compensation model and structure of the current implementation of the W Bank A Branch, and by a questionnaire survey of the pay situation of W Bank A Branch A, finally summed up the reasons for the pay problems in the W Bank A Branch.Based on the results of questionnaire survey, in order to change the current status of salary implementation in branch A of W Bank, and to improve the cohesion of talents and core competitiveness of Branch A of W Bank, the compensation system of Branch A of Bank W is optimized.The content of optimization includes the design target of compensation system of W Bank A Branch, the formulation of compensation system strategy, the analysis and post optimization of branch A of W Bank, the evaluation of position value, the determination of salary level, the structure design of compensation system,Employee benefits and allowances in the pay system.In order to ensure that the optimized compensation system can be carried out smoothly in branch A of W Bank, and achieve the expected goal of optimizing the compensation system, this paper focuses on the concept of humanism, performance appraisal, organization and system of compensation management, staff, etc.The enterprise culture aspect carries on the analysis, carries on the safeguard countermeasure to the W bank A branch salary system.
【学位授予单位】：广东财经大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F832.33

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