本文以J银行为对象进行了实证案例分析,在回顾薪酬管理基本概念及薪酬
设计基本理论的基础上,从J银行的具体情况出发,通过对其人力资源及薪酬现
状的诊断,得到J银行薪酬体系存在的问题及成因并对此进行了优化。首先,介
绍了 J银行及其薪酬管理实施基本情况、薪酬调查的情况,阐述了 J银行薪酬体
系的现状;其次,分析了 J银行薪酬体系存在的若干问题,并找出了影响J银行
薪酬体系的内、外部因素,并据此优化了 J银行的薪酬体系;最后提出了优化后
薪酬管理制度在实施过程中应采取的措施。对J银行薪酬体系的研宄,一方面丰
富了薪酬管理的理论基础,另一方面能够对J银行薪酬管理的实践在—定程度上
起到指导作用
关键词:企业管理;人力资源管理;薪酬管理;薪酬体系;银行业
1 Abstract
As an important part of human resource management, salary management is one of
the difficult points of human resource management for enterprise managers. At the same
time, pay management and the immediate interests of all employees directly related to,
and therefore one of the most concern to employees. With the advancement of society
and the development of science and technology, it is not difficult to find out that the
competition among enterprises is the competition of talents. In order to increase the core
competitiveness, enteiprises pay more and more attention to how to attract and retain
talents. Salary management plays an important role in solving this problem, which is of
great significance to increase the core competitiveness of enterprises. Good salary
system helps to motivate employees and promote the continuous development of
enterprise management. In view of this, how to design the pay system which smt the
actual situation of enterprises and can be accepted by most employees of the enterprise
is an important part..
In this paper, J Bank as the object of the case study, reviewing the basic concepts
of salary management and pay compensation on the basis of the basic theory, starting
from the specific circumstances of J Bank, tiirough its human resources and pay the
status of the diagnosis, J Bank pay system exists The causes and causes of this problem.
First, the paper introduces the basic situation of J bank and its salary management,
analyzes the situation of salary survey, draws the present situation of J bank&39;s salary
system; Secondly, analyzes the problems existing in J bank&39;s salary system and the
inside of bank&39;s salary system and system Factors and external factors. Thirdly, we
design a set of compensation system which conforms to J bank. Finally, we design the
necessary measures to optimize the compensation management system. The results
show that the research on the salary system of J bank has enriched the theoretical
foundation of salary management, at the same time, it can play a guiding role in
optimizing the practice of compensation management of J bank.
Key words : business management; human resource management; compensation
management; salary system; the banks1导论
1导论
1.1研究背景与意义
1.1.1研究背景
人才资源已经成为企业发展的核心因素,而薪酬管理不仅是人力资源中的一
项重要部分更是企业竞争管理中的一项重要部分。随着金融全球化浪潮的到来,
银行间人才频繁的流动,银行业对于优秀人才的争夺已经达到了白热化,“如何吸
引和留住人才 ”成为各行领导十分关注的焦点。很多金融机构往往通过设计拥
有较高待遇和丰富员工绩效的福利体系来吸引人才、留住人才,所以对于商业银
行来说,制定优厚、合理的薪酬体系是吸引和留住人才的有效途径
薪酬是银行员工最关注的企业管理政策之一&39;因为它与银行员工的切身利益
切实相关,是银行发展、员工稳定的第一推动力。与此同时,它也是影响银行员
工行为最有力的工具之一。明确的薪酬制度、得当的薪酬管理能够在推动组织通
过员工成功执行组织战略的过程中发挥重要作用。对于银行来说,就需要管理者
细心观察,及时发现薪酬体系的不足之处,运用科学的战略思维和长远的大局观
念,对薪酬体系不断的诊断与改善。因此,各商业银行需要勇于面对“如何制定
良好的薪酬体系以吸引员工、激励员工、调动员工最大的积极性”这一问题,并
对此保持持续关注
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