A城商行南昌分行薪酬管理研究

发布时间：2018-04-25 11:03

本文选题：薪酬管理 + A城商行南昌分行　；参考：《江西财经大学》2017年硕士论文

【摘要】：国内银行业竞争日趋激烈,银行要在这种环境中占据主动,就必需要有一套拥有持续竞争力的人才战略。人才战略的核心就是薪酬制度,高效的薪酬制度能够充分的激起职工的工作士气和积极性,使银行的发展事半功倍。但是,国内城商行成长起步较晚,在薪酬管理等方面与外资银行、上市的股份制银行相比存在很大的差距。城商行不合理的薪酬管理制度导致难以留住人才,城商行要在激烈的金融业竞争中立于不败之地,就必须提高其薪酬管理水平,建立一套行之有效且有竞争力的薪酬制度是留住并吸引人才的关键。A城商行作为一家依附地方财政和地方经济而发展起来的城商行,与其他股份银行相比,在资金实力、电子科技水平、人力资源等方面均存在一定的差距。当前A城商行在薪酬管理中存在的主要问题是薪酬管理水平较低,薪酬制度不合理,导致人才流失严重,难以留住人才。而这在我国城商银行中又普遍存在,因此如何提高城商行的薪酬管理能力,成为一个急需解决的问题。本文以A城商行南昌分行为研究对象,结合人力资源管理、商业银行经营管理等理论以及工作实践经验,同时参考学习国内外商业银行在薪酬管理方面较成功的做法,从理论到实际来分析A城商行南昌分行薪酬管理制度存在的问题及解决对策,本文主要分为六个部分:第一部分,介绍本文的选题背景、研究意义与文献综述及本文的研究方法和思路。第二部分,论述薪酬管理的相关概念,并且简单论述薪酬管理的基础理论。第三部分,以A城商行南昌分行为例,对其薪酬管理的现状及问题进行全面分析,根据A城商行南昌分行的薪酬管理制度,通过其薪酬管理制度的现状的分析,研究其存在的突出问题及其成因进行分析。第四部分,介绍欧美银行薪酬管理的方式,通过借鉴欧美银行在薪酬管理方面的经验来分析其对A城商行南昌分行薪酬管理的启示。第五部分,研究A城商行南昌分行薪酬管理的改进方案。第六部分,研究结论和研究展望。对本文进行总结并得出薪酬管理的研究结论,并对研究成果做出展望。
[Abstract]:The competition of the domestic banking industry is becoming more and more intense. If the banks want to take the initiative in this environment, they must have a talent strategy with sustained competitiveness. The core of the talent strategy is the compensation system, which can fully arouse the morale and enthusiasm of the staff and workers, and make the development of the bank double the result with half the effort. However, the growth of domestic city commercial banks started relatively late, and there is a big gap in salary management compared with foreign banks and listed joint-stock banks. The unreasonable salary management system of city commercial bank makes it difficult to retain talents. In order to be invincible in the fierce competition of financial industry, city commercial bank must improve its salary management level. The key to retaining and attracting talents is to establish an effective and competitive compensation system. As a city firm developed on the basis of local finance and local economy, CityBank has more capital strength than other shareholding banks. The level of electronic science and technology, human resources and other aspects of a certain gap. At present, the main problems of A City Commercial Bank in salary management are the low level of salary management and unreasonable salary system, which leads to serious brain drain and difficulty to retain talents. Therefore, how to improve the salary management ability of city commercial banks has become an urgent problem. This paper takes Nanchang Branch of A City Commercial Bank as the research object, combines the theory of human resource management, the management of commercial bank and the experience of work practice, and at the same time refers to the successful practices of domestic and foreign commercial banks in the aspect of salary management. This paper is divided into six parts: the first part introduces the background of this thesis. Research significance and literature review and research methods and ideas of this paper. The second part discusses the related concepts of salary management, and briefly discusses the basic theory of salary management. The third part, taking Nanchang Branch of A City Commercial Bank as an example, carries on the comprehensive analysis to its salary management present situation and the question, according to the A City Commercial Bank Nanchang Branch's salary management system, through its salary management system present situation analysis, The prominent problems and their causes are analyzed. The fourth part introduces the ways of compensation management in European and American banks, and analyzes its inspiration to the compensation management of Nanchang Branch of A City Commercial Bank by using the experience of European and American banks in compensation management for reference. The fifth part, study A city commercial bank Nanchang branch salary management improvement plan. The sixth part, the research conclusion and research prospect. This paper summarizes and draws the conclusion of salary management, and prospects the research results.
【学位授予单位】：江西财经大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F832.33;F272.92

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