兴业银行长春分行劳务派遣制柜员薪酬方案优化

发布时间：2018-07-07 10:47

本文选题：银行 + 薪酬方案优化　；参考：《吉林大学》2017年硕士论文

【摘要】：市场经济快速发展的过程中带来了更多的就业机会,而这同样推动着不同地区、国家进行交流,人员的流动速度提升,导致行业的人才流失已经成为一种较为普遍的现象。金融业尤其是银行业,由于其行业特点及人员构成的特殊性,人才流失现象显得更为突出,骨干流失问题尤为严重,而这其中,劳务派遣制柜员的流失往往会对银行业务的稳定发展带来致命打击。银行业若要生存与发展,除了要有准确的客户群体定位、独特的金融产品差异化竞争优势,同时,高效、有序、一流的柜面服务也是十分必要的。若要更好的完成此项工作,离不开前台柜面服务人员,即柜员。近年来,银行业也在逐渐地向自主企业转变,银行业获得了真正的经营自主权。而在经营方式转变的同时,如何在增加企业利润的同时,妥善处理好和员工之间的关系,为企业留住人才业变得尤为重要,也是现阶段商业银行面临的主要困扰。本文通过对兴业银行长春分行劳务派遣制柜员进行了抽样调查与走访,发现虽然分行针对劳务派遣制柜员制定了一套薪酬方案,然而其中有部分问题存在。首先,关于固定薪酬方面的设计没有以合理的岗位评价作为标准,导致固定薪酬的水平偏低。第二,薪酬等级范围过窄,导致薪酬浮动空间小,失去了薪酬的激励作用。第三,薪酬结构失衡,绩效考核标准不合理,对于劳务派遣制柜员这一岗位过于强调绩效考核,导致员工无法很好的完成本职工作,这一系列问题都会影响到薪酬方案的可行性,大大降低劳务派遣制柜员的薪酬满意度。薪酬水平的高低直接决定了企业对于人才是否具有竞争力,若薪酬方案的可实施性较高,那么其能够为企业吸纳更多优秀的人才。所以,为了改进兴业银行长春分行劳务派遣制柜员的薪酬方案,提升分行劳务派遣制柜员的薪酬激励效果,从而提高劳务派遣制柜员的工作积极性,促进长春分行的业务发展,本文针对兴业银行长春分行劳务派遣制柜员的薪酬方案进行优化。本文通过科学深入地分析其产生原因,运用文献研究法和调查研究法,以知识资本理论、激励理论和公平理论作为理论基础,通过问卷调查法,对上述问题的成因进行分析,从三个方面对分行劳务派遣制柜员现有的薪酬方案进行优化设计。从固定薪酬和浮动薪酬以及福利津贴方面进行了改进,在原有的薪酬方案基础上对职位评估等级表进行优化设计,设定明确的岗位职级评价标准,同时在员工的浮动薪酬方案的优化设计上引入了360度绩效考评与平衡积分卡相结合的考核制度,完善薪酬激励的监督考核制度,并提出了相应的制度和资金保障措施。通过对兴业银行长春分行劳务派遣制柜员薪酬方案优化后的效果进行评估以及反馈,可以看出优化后的薪酬方案,实现了对于劳务派遣制柜员的激励作用,降低了分行的人才流失率,进而满足分行对劳务派遣制柜员的需求。
[Abstract]:In the process of the rapid development of the market economy, more employment opportunities have been brought, which also promotes the exchange of different regions, countries, and the speed of the flow of personnel. The loss of talents in the industry has become a common phenomenon. The financial industry, especially the banking industry, has the special characteristics of its industry and personnel. The loss phenomenon is more prominent, and the problem of the backbone loss is particularly serious. In this case, the loss of the labor dispatch teller often brings a fatal blow to the stable development of the banking business. If the banking industry wants to survive and develop, it is necessary to have an accurate position of the customer group, the unique competitive advantage of the differential financial products, and the high efficiency and order. The first class counter service is also very necessary. If we want to better complete this work, it is inseparable from the front desk service personnel, that is, the teller. In recent years, the banking industry is gradually changing to the independent enterprise. The banking industry has gained real management autonomy. While the mode of operation is changing, it is appropriate to improve the profit of the enterprise. Dealing with the relationship between employees and employees is very important for the enterprise to retain the talent industry. It is also the main problem that the commercial banks face at the present stage. This paper makes a sampling survey and visits to the labor dispatch teller in Changchun branch of Xingye Bank. There are some problems. First, the design of fixed salary is not the standard of reasonable post evaluation, which leads to the low level of fixed salary. Second, the narrow range of salary level leads to the small space of salary and the incentive effect of salary. Third, the imbalance of salary structure, unreasonable performance assessment standard, and labor service. The post of dispatched teller puts too much emphasis on the performance appraisal, which leads to the staff unable to complete the job well. This series of problems will affect the feasibility of the salary scheme and greatly reduce the salary satisfaction of the labor dispatch teller. The level of salary determines whether the enterprise is competitive for the talents, if the salary scheme is paid. Therefore, in order to improve the remuneration scheme of the labor dispatch teller in Changchun branch of Xingye Bank, improve the salary incentive effect of the labor dispatch teller, improve the work enthusiasm of the labor dispatch teller and promote the development of the business of the Changchun branch. This paper optimizes the remuneration scheme of the labor dispatch teller in Changchun branch of Xingye Bank. This paper analyzes its causes by scientific and in-depth analysis, using the literature research method and the investigation and research method, using the theory of knowledge capital, incentive theory and fairness theory as the theoretical basis, and through the questionnaire survey method, the causes of the above problems are analyzed. From three aspects, this paper optimizes the existing salary scheme of the branch service dispatch teller. The improvement is made in terms of fixed salary, floating pay and welfare allowance. On the basis of the original salary scheme, the job evaluation grade is optimized, and a clear job level evaluation standard is set, and the floating salary of the staff is at the same time. The optimization design of the remuneration scheme introduces a 360 degree evaluation system which combines the performance appraisal and the balance integral card, consummate the supervision and appraisal system of the salary incentive, and put forward the corresponding system and fund guarantee measures. Through the evaluation and feedback on the effect of the optimization of the compensation case of the labor dispatch teller of the Changchun branch of Xingye Bank, it can be evaluated and feedback. In order to see the optimized compensation scheme, the incentive effect of the labor dispatch teller is realized, the turnover rate of the branch is reduced, and the demand for the service dispatch teller is met by the branch.
【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】：F832.33;F272.92

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