G银行基层员工薪酬体系再设计

发布时间：2018-01-04 23:10

本文关键词：G银行基层员工薪酬体系再设计　出处：《山东大学》2014年硕士论文　论文类型：学位论文

【摘要】：在知识经济大爆发、大发展的今天,人才竞争成为各行各业竞争的重点,金融业作为知识型产业的代表行业其人才的重要性更是不言而喻。然而,伴随着国有银行、地方性银行的发展以及外资银行的不断进入,我国股份制银行的发展变得举步维艰,其对于吸引人才、留住人才的优势受到了双方面的压力。为了股份制银行的长足发展,如何更好地进行人力资源管理显得尤为重要,尤其是作为人力资源管理的核心环节。 G银行作为我国股份制商业银行之一,其薪酬管理也面临诸多困境。本文首先对国内外薪酬管理的理论发展进行了文献梳理,从国内外薪酬管理现状、薪酬的功能、我国商业银行的薪酬理论以及薪酬研究动态等角度进行的综述。在文献综述的基础之上,对薪酬的概念、构成以及薪酬管理的相关理论进行了概括,并且从管理学和经济学的角度进行了分类。在理论研究的基础之上,结合了G银行目前人力资源以及薪酬管理的发展现状,总结出其薪酬管理在岗位层面、绩效考核层面、薪酬层面、福利政策以及奖励行为等发面存在的问题,并对其形成根源进行了解析。针对于G银行目前存在的问题,对G银行基层员工的薪酬体系进行了再设计,从工作分析、职位分析、薪酬调查,最终得出G银行基层员工薪酬体系,包含员工固定工资、绩效工资、企业福利、其他奖励等方面,望为G银行的薪酬管理水平提高以及企业竞争力增强奠定一定的基础。本文基于中国大背景下股份制商业银行薪酬体系改革进行分析研究,希望得出的结论对其他银行薪酬体系建设有重要的参考价值和指导意义。
[Abstract]:In the knowledge economy outbreak, development today, talent competition has become the focus of business competition, the financial industry as a representative of the industry the importance of knowledge industry and its talent is self-evident. However, along with the state-owned banks, local banks and foreign banks continue to enter, the development of joint-stock banks in China become for the difficult, attract talent, retain talent advantage by the double pressure. In order to develop joint-stock banks, how to better manage human resources is particularly important, especially as the core of human resource management.
G bank in China as one of the joint-stock commercial banks, the compensation management is facing many difficulties. Firstly, the development of the theory of salary management at home and abroad were combing the literature at home and abroad, from the present situation of compensation management, compensation function, the review of our commercial bank's salary theory and salary research perspective. In based on the literature review, the concept of compensation, and a theory of compensation management are summarized, and from the angle of economics and management science are classified. On the basis of theoretical research, combined with the G bank's current human resources and compensation management development present situation, summed up the salary management in the post level. The level of performance appraisal, salary level, there is a welfare policy and reward behavior issues, and the causes were analyzed. Aiming at the problems existing in the G bank, The G bank employees salary system redesign, from job analysis, job analysis, compensation survey, finally obtains the staff salary system of G bank base, including employee fixed salary, performance salary, welfare enterprises and other incentives, hope to lay a solid foundation for G bank salary management level and the competitiveness of enterprises enhanced.
Based on the analysis of the salary system reform of joint-stock commercial banks under the background of China, we hope that the conclusions will have important reference value and guiding significance for other banks' salary system construction.

【学位授予单位】：山东大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F832.3

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