招商证券哈尔滨分公司经纪人薪酬结构优化问题研究

发布时间：2018-05-14 09:33

本文选题：招商证券 + 薪酬激励　；参考：《东北农业大学》2015年硕士论文

【摘要】：随着市场经济的飞速发展以及企业环境的不断变化,我国企业在激烈的竞争中逐渐由弱小走向强大,而人力资源因素是这些企业取得进步的重要保障。21世纪的竞争归根结底就是人力资本的竞争、企业所掌握的人才素质的竞争,谁能掌握关键核心人才,谁就能在未来的竞争中脱颖而出、立于不败之地。因此,如何吸引、留住并激励员工高效的工作,发挥其最大的价值成为企业经营者最关注的话题,而薪酬管理作为人力资源管理的核心问题,一套先进科学合理的薪酬体系成为激励员工进而实现企业战略目标的重要法宝。薪酬管理作为现代企业人力资源管理的六大模块之一,从19世纪开始就成为经济学家和管理学家研究和关注的焦点。不仅具有传统的管理功能,薪酬在吸引和留住人才方面也发挥着巨大的作用。如果企业的薪酬与同行业别的企业差距过大,企业员工就会人心浮动,不能安心工作;如果企业的薪酬过高,就会无形中增加企业的成本。在企业实际管理中,随着企业组织结构的日益扁平化,职位层级的不断减少,权力的不断下移,知识型员工比例的不断增长,传统的以岗位工资和绩效工资为主薪酬体系在激励员工方面的不足越来越明显。为了更好地吸引、激励、发展和留住最优秀员工,以增加企业的竞争优势,企业需要依托企业战略,建立一个科学合理的具有现代人力资源管理理念的薪酬体系。本文通过对招商证券哈尔滨分公司经纪人原薪酬体系现状进行分析,总结归纳了哈尔滨分公司经纪人原薪酬体系存在的主要问题,即薪酬体系不健全、绩效考核落后以及薪酬竞争性不强;之后结合现代薪酬管理理论,基于薪酬领先策略以及绩效导向策略,对招商证券哈尔滨分公司经纪人薪酬体系进行优化设计,包括设定区域及实行计分制、薪酬结构、薪金标准、交易提成与开户报酬以及营销奖励基金;最后,从证券经纪人的薪酬管理、薪酬体系实施的绩效管理等方面构建了招商证券哈尔滨分公司薪酬体系实施的准备工作。同时指出了招商证券哈尔滨分公司薪酬体系实施的保障措施,其中包括高层管理者的参与和支持、建立良好的沟通与反馈机制、人力资源的保障作用以及文化战略的导向作用等。通过本研究可以发现:薪酬管理体系是实现员工与企业共同发展,增强企业核心竞争力和竞争优势的关键因素。虽然本研究是针对招商证券哈尔滨分公司经纪人薪酬现状提出的薪酬优化设计方案,但是对于同行业其他企业经纪人的薪酬体系设计及改革也具有一定的借鉴和指导意义。
[Abstract]:With the rapid development of the market economy and the continuous changes of the enterprise environment, the enterprises in our country are gradually moving from weak to strong in the fierce competition. The factor of human resources is an important guarantee for these enterprises to make progress. The competition in the 21st century is, in the final analysis, the competition of human capital, the competition of the quality of talents mastered by enterprises, who can master the key core talents, Who can stand out in the future competition, in an invincible position. Therefore, how to attract, retain and encourage employees to work efficiently and give full play to their maximum value has become the most concerned topic for enterprise managers, while compensation management is the core issue of human resources management. A set of advanced scientific and reasonable compensation system has become an important magic weapon to motivate employees and realize the strategic goal of enterprises. As one of the six modules of modern enterprise human resource management, salary management has been the focus of economists and management researchers since the 19th century. Not only has the traditional management function, the salary also plays a huge role in attracting and retaining talents. If the gap between the salary of the enterprise and other enterprises in the same industry is too big, the employees of the enterprise will float and cannot work at ease; if the salary of the enterprise is too high, the cost of the enterprise will be increased invisibly. In the actual management of enterprises, with the increasing flattening of the organizational structure of the enterprise, the continuous reduction of the position level, the constant shift of power, the increasing proportion of knowledge workers, The traditional pay system based on post wage and performance salary is more and more obvious in encouraging employees. In order to attract, motivate, develop and retain the best employees to increase the competitive advantage of the enterprise, the enterprise needs to rely on the enterprise strategy to establish a scientific and reasonable salary system with modern human resource management concept. Based on the analysis of the current situation of the original salary system of the broker of China Merchants Securities Harbin Branch, this paper summarizes the main problems existing in the original salary system of the broker of Harbin Branch, that is, the salary system is not perfect. The performance appraisal is backward and the compensation competition is not strong; then combine the modern salary management theory, based on the salary leading strategy and the performance-oriented strategy, carry on the optimization design to the manager salary system of China Merchants Securities Harbin Branch, Include setting areas and implementing scorecards, salary structures, salary standards, transaction commission and account opening compensation, and marketing incentive funds; and finally, from the stockbroker's compensation management, The performance management of the implementation of the compensation system has constructed the preparation for the implementation of the compensation system of China Merchants Securities Harbin Branch. At the same time, the paper points out the safeguard measures to implement the compensation system of China Merchants Securities Harbin Branch, including the participation and support of senior managers, the establishment of a good communication and feedback mechanism, The role of human resources as well as the guiding role of cultural strategy. Through this research, we can find that salary management system is the key factor to realize the common development of employees and enterprises, and to strengthen the core competitiveness and competitive advantage of enterprises. Although this research is aimed at the salary optimization design of the broker of China Merchants Securities Harbin Branch, it also has some reference and guidance significance for the design and reform of the compensation system of other enterprises in the same industry.
【学位授予单位】：东北农业大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F832.39

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