宁波银行产品经理薪酬管理优化研究
发布时间：2018-08-14 12:55
【摘要】：各银行专业的产品经理对本银行业务的推动正在发挥着越来越重要的作用，因此建立产品经理的有效薪酬机制成为各家银行的重要任务之一。本文从我国商业银行所面临的商业竞争情况出发，介绍了什么是产品经理以及产品经理的职能与特点，并提出在目前，我国商业银行是否具备有竞争力的金融产品以及是否配备能够有效管理这些产品的产品经理，是剧烈市场竞争中能否取胜的重要环节。然后介绍了薪酬的基本概念及其相关理论，进而分别选取了部分国内商业银行和国外典型的商业银行，就其薪酬管理模式进行了介绍，诸如英美模式、德日模式，为本文探索宁波商业银行产品经理薪酬管理提供了基本理论与实际经验。继而以宁波银行产品经理考核办法中薪酬方面的内容作为研究对象及切入点，研究了宁波银行产品经理薪酬管理的现状和问题，并对宁波银行产品经理薪酬管理提出建议和相应的配套设施。 宁波银行产品经理目前采用的是年薪制，一种以银行业绩指标为基础，而建立的一种薪酬方案。宁波银行产品经理的薪酬包括固定年薪、考核年薪和福利三大部分，，宁波银行产品经理的薪酬分配直接由其所在总/分行的人力资源部按照考核办法执行，这种产品经理薪酬存在五个主要问题：一是产品经理薪酬的市场竞争力较弱；二是业绩薪酬作用相对弱化；三是薪酬提高过多依赖于职务的晋升；四是营销推动及服务过程没有体现在薪酬之中；五是薪酬与绩效关联度低。 针对这五大问题，宁波银行对产品经理薪酬体系的优化理念是：一是坚持薪酬方案设计的原则；二是明确薪酬政策的导向；三是设计合理的薪酬体系；四是开发有效的绩效考核体系。本文对宁波银行产品经理薪酬管理的建议为：一是全面提升业绩年薪；二是各项业务针对产品经理计提业绩年薪；三是建立产品经理综合评级制度；四是建立产品经理营销推动考评细则。并提出宁波银行产品经理薪酬制度优化的配套设施：一是获得银行高管的支持；二是对产品经理开展有效宣讲；三是注重过程管理；四是推陈出新，多种激励手段相结合；五是扩大产品经理授权；六是加强产品经理的专业培训。
[Abstract]:The professional product manager of each bank is playing a more and more important role in the promotion of the bank's business, so it is one of the important tasks for each bank to establish the effective compensation mechanism of the product manager. Starting from the situation of commercial competition faced by commercial banks in China, this paper introduces the functions and characteristics of product managers and product managers, and points out that at present, Whether our commercial banks have competitive financial products and whether they are equipped with product managers who can manage these products effectively is an important link to win in the fierce market competition. Then it introduces the basic concept of compensation and its related theories, and then selects some domestic commercial banks and foreign typical commercial banks, and introduces their compensation management models, such as the Anglo-American model, Germany and Japan model. This paper provides the basic theory and practical experience for the product manager compensation management of Ningbo Commercial Bank. Then taking the content of Ningbo Bank's product manager's salary as the research object and the breakthrough point, the paper studies the present situation and problems of Ningbo Bank's product manager's salary management. And the Ningbo Bank Product Manager compensation management suggestions and corresponding facilities. At present, Ningbo Bank Product Manager adopts an annual salary system, a kind of salary scheme based on bank performance index. The compensation of the product manager of Ningbo Bank consists of three parts: fixed annual salary, annual assessment salary and welfare. The compensation allocation of the product manager of Ningbo Bank is carried out directly by the human resources department of the general / branch of Ningbo Bank in accordance with the assessment method. There are five main problems in this kind of product manager's compensation: first, the market competitiveness of the product manager's salary is weak; second, the function of the performance compensation is relatively weak; Fourth, the marketing promotion and service process is not reflected in the compensation; fifthly, the correlation between compensation and performance is low. In view of these five problems, Ningbo Bank's idea of optimizing the compensation system of product managers is as follows: first, adhere to the principle of salary scheme design; second, make clear the direction of salary policy; third, design reasonable compensation system; Fourth, to develop an effective performance appraisal system. The suggestions of this paper are as follows: first, the overall increase of annual performance, secondly, the establishment of a comprehensive rating system for product managers, and the establishment of a comprehensive rating system for product managers, and the establishment of a comprehensive rating system for product managers. Fourth, establish product manager marketing promotion appraisal detailed rules. And put forward the matching facilities of Ningbo bank product manager compensation system optimization: first, get the support of bank executives; second, carry out effective propaganda to product manager; third, pay attention to process management; fourth, bring forth the old and bring forth new, combine many kinds of incentive means; Fifth, expand the authorization of product managers; sixthly, strengthen the professional training of product managers.
【学位授予单位】：湘潭大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F832.33
本文编号：2182924
[Abstract]:The professional product manager of each bank is playing a more and more important role in the promotion of the bank's business, so it is one of the important tasks for each bank to establish the effective compensation mechanism of the product manager. Starting from the situation of commercial competition faced by commercial banks in China, this paper introduces the functions and characteristics of product managers and product managers, and points out that at present, Whether our commercial banks have competitive financial products and whether they are equipped with product managers who can manage these products effectively is an important link to win in the fierce market competition. Then it introduces the basic concept of compensation and its related theories, and then selects some domestic commercial banks and foreign typical commercial banks, and introduces their compensation management models, such as the Anglo-American model, Germany and Japan model. This paper provides the basic theory and practical experience for the product manager compensation management of Ningbo Commercial Bank. Then taking the content of Ningbo Bank's product manager's salary as the research object and the breakthrough point, the paper studies the present situation and problems of Ningbo Bank's product manager's salary management. And the Ningbo Bank Product Manager compensation management suggestions and corresponding facilities. At present, Ningbo Bank Product Manager adopts an annual salary system, a kind of salary scheme based on bank performance index. The compensation of the product manager of Ningbo Bank consists of three parts: fixed annual salary, annual assessment salary and welfare. The compensation allocation of the product manager of Ningbo Bank is carried out directly by the human resources department of the general / branch of Ningbo Bank in accordance with the assessment method. There are five main problems in this kind of product manager's compensation: first, the market competitiveness of the product manager's salary is weak; second, the function of the performance compensation is relatively weak; Fourth, the marketing promotion and service process is not reflected in the compensation; fifthly, the correlation between compensation and performance is low. In view of these five problems, Ningbo Bank's idea of optimizing the compensation system of product managers is as follows: first, adhere to the principle of salary scheme design; second, make clear the direction of salary policy; third, design reasonable compensation system; Fourth, to develop an effective performance appraisal system. The suggestions of this paper are as follows: first, the overall increase of annual performance, secondly, the establishment of a comprehensive rating system for product managers, and the establishment of a comprehensive rating system for product managers, and the establishment of a comprehensive rating system for product managers. Fourth, establish product manager marketing promotion appraisal detailed rules. And put forward the matching facilities of Ningbo bank product manager compensation system optimization: first, get the support of bank executives; second, carry out effective propaganda to product manager; third, pay attention to process management; fourth, bring forth the old and bring forth new, combine many kinds of incentive means; Fifth, expand the authorization of product managers; sixthly, strengthen the professional training of product managers.
【学位授予单位】：湘潭大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F832.33
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