I
摘要
伴随着全球化脚步加快，针对一些想要在全球范围内保持较大市场份额的企
业而言，需要注重自身的核心竞争力。特别是金融行业，面对互联网技术的不断
发展，竞争的愈加激烈复杂，更需要优化配置已有的资源，逐步压缩运营成本，
而服务外包的形式，便能发挥相应的效用。目前，服务外包已经成为降低企业成
本、分散风险、提升竞争力的主要举措，在全球贸易领域的地位也逐步提升，由
商务部统计数据可知，全球服务外包市场的增长速度逐步提升，国际服务外包市
场对应的发展空间也是十分广阔的。由此可知，在未来发展时期，服务外包业务
具备十分良好的发展态势
现阶段，中国金融服务外包业务还处于革新成长阶段，高速的发展过程中也
面临着很多阻碍，例如金融服务外包企业配套的人力资源管理理念和方式不够先
进，具体包括聘用环节不够公正科学、薪酬体制不完善、考核不规范以及培训体
系不健全等多个方面。尤其是薪酬管理工作存在的种种问题，给金融服务外包企
业的发展带来了巨大的阻碍。薪酬体系和员工的利益是密切相关的，会给员工的
工作造成直接影响，限制员工工作效率和质量的提升，进而给企业的宏观发展战
略造成不利影响
基于该种状况，论文选择以ST金融服务外包企业在薪酬体系建设方面进行相
应的探讨，找出存在的问题，通过科学的方法进行分析，提出优化与重构方案，
以期为相关的理论与实践提供参考
关键词： 金融服务外包；人力资源管理；薪酬体系；宽带薪酬；优化与重构
II
Abstract
With the accelerated pace of globalization, for some companies want to maintain a
larger market share globally, the need to focus on their core competitiveness.
Especially the financial sector, in the face of the continuous development of Internet
technology, the increasingly competitive complex, more need to optimize the
configuration of the existing resources, gradual compression operating costs, and the
form of service outsourcing, can play to the corresponding utility. In today's stage,
service outsourcing has become reduce business costs, spread risk, enhance the
competitiveness of the main measures, position also gradually improve, in the field of
global trade by the ministry of commerce statistics shows that in today's stage, growth
of global service outsourcing market gradually improve,. The development space
corresponding to the international service outsourcing market is also very broad.
Therefore, in the future development period, service outsourcing business has a very
good development trend.
Today, China's financial service outsourcing business is still in the innovation
growth stage, in the process of development of high speed is faced with many obstacles,
such as the financial service outsourcing enterprises form a complete set of human
resource management concept and method is not advanced, including hiring links not
just science, salary system is imperfect, evaluation is not standard and training system is
not sound, and many other aspects. In particular, the problems existing in salary
management have brought great hindrance to the development of financial service
outsourcing enterprises. Compensation system is closely related to the interests of the
employees, can give a direct impact on the employees' work, limit employees' work
efficiency and quality of ascension, and has adverse effects to the macro development of
the enterprise strategy.
Based on this kind of situation, this paper chose to ST financial service outsourcing
enterprises in terms of the compensation system corresponding to explore, find out the
existing problems, and through the scientific method to carry on the analysis,
optimization and reconstruction scheme is put forward, so as to provide reference for
related theory and practice.
Keywords: Financial services outsourcing; Human resource management; Salary
system; Broadband pay; Optimization and reconstruction
III
目录
摘要 ...... I
Abstract ..... II
目录 .... III
第1章 绪论 ... 1
1.1 研究背景1
1.2 研究现状2
1.2.1关于金融服务外包方面 ...... 2
1.2.2关于人力资源管理方面 ...... 3
1.2.3关于薪酬体系方面 .......... 3
1.2.4研究现状述评 .. 5
1.3 研究意义5
1.3.1理论意义 ...... 5
1.3.2实践意义 ...... 5
1.4 研究方法6
1.5 论文结构与技术路线图7
第2章 基本概念与相关理论概述 .......... 9
2.1 基本概念9
2.1.1金融服务外包与金融服务外包企业 ........ 9
2.1.2薪酬与薪酬体系 ........... 11
2.2 相关理论 ........... 13
2.2.1激励理论 ..... 13
2.2.2弗罗姆的期望理论 ......... 13
2.2.3斯金纳的强化理论 ......... 13
2.2.4亚当斯的公平理论 ......... 14
第3章 ST金融服务外包企业员工薪酬体系现状分析 .... 15
3.1 ST金融服务外包企业薪酬体系概况15
3.1.1 ST金融服务外包企业的特征15
3.1.2 ST金融服务外包企业的员工管理理念 .... 16
3.1.3 ST金融服务外包企业目前的薪酬体系状况17
3.2 ST金融服务外包企业员工薪酬体系存在的问题 .. 17
3.2.1薪酬水平设计不合理 ....... 18
3.2.2薪酬结构设置不合理 ....... 19
3.2.2薪酬内容缺乏针对性 ....... 20
IV
第4章 ST金融服务外包企业员工薪酬体系待优化要素的选择 ........ 21
4.1员工薪酬体系中待优化要素选取原则 ........... 21
4.2员工薪酬体系中待优化要素理论分析 ........... 21
4.3员工薪酬体系中待优化要素实证分析 ........... 23
4.3.1实证分析的方法 ........... 23
4.3.2问卷调查结果 . 23
4.3.3问卷调查的效度和信度分析 . 24
4.3.4问卷调查数据分析方法 ..... 25
4.3.5问卷调查数据分析结果 ..... 25
4.4 员工薪酬体系待优化要素的确定 ... 27
第5章 ST金融服务外包企业员工薪酬体系优化重构 .... 28
5.1薪酬体系优化重构的原则 ......... 28
5.1.1企业战略导向 . 28
5.1.2企业经济性导向 ........... 28
5.1.3内部公平性导向 ........... 29
5.1.4外部竞争性导向 ........... 29
5.1.5适应需求导向 . 29
5.2 ST金融服务外包企业员工薪酬体系优化重构方案30
5.2.1 ST金融服务外包企业员工薪酬水平设计 .. 30
5.2.2 ST金融服务外包企业员工薪酬结构设计 .. 30
5.2.3 ST金融服务外包企业员工薪酬内容设计 .. 32
第6章 结论与展望 ........ 36
6.1研究结论 ........... 36
6.2研究展望 ........... 36
参考文献 ..... 38
致谢 ..... 41。