建行长春西安广场支行薪酬方案设计 目前，我国银行业的发展已经进入到前所未有的竞争环境，全国性商业银 行、股份制银行、地方银行及其他金融机构都不同程度呈现出积极扩张的态势。 在内外环境的影响下，我国银行业面临着巨大挑战。从企业角度出发，如何规 避同质化、内部动力不足等因素成为商业银行竞争的重要因素。在诸多因素中， 无一例外都与人的因素有关。提升银行竞争力的手段之一是加强人员管理，通 过强化员工工作态度和工作效率提高银行的整体效率。人力资源管理中，通过 设计合理的薪酬激励制度能够有效规范员工的工作态度，提升员工工作积极性， 进而提高企业工作效率创造更多的业绩。以建行长春西安广场支行为例，目前 支行所采取的薪酬管理方法虽然实现了薪酬分配，也在一定程度上对员工有激 励措施和手段，但并不能完全达到合理分配、有效分配。对于一些类似员工业 绩的模糊界定和多重合作模式下共同业绩的产生尚未做到合理的分配，而对于 考核指标下如何在督促员工积极工作的同时激发员工更加努力工作的热情和积 极营销的意识也未能产生有效激励。本文力图通过分析建行长春西安广场支行 现有薪酬制度，从薪酬的结构、各部分比例配置、员工业绩的确定等方面发现 目前支行薪酬制度中存在的不足之处，尝试建立一套能够正确衡量员工业绩水 平并根据员工业绩确定的薪酬制度。保障在该制度基础上既能够准确、公平的 衡量员工的业绩水平，又能激发员工积极工作、努力营销的热情，对于满足激 励条件的员工正确激励。通过优化薪酬制度，可以满足银行对于现有业务层次 下人力资源使用的需求，同时能够挖掘具备潜质的员工努力工作，推动支行更 快发展，在最大化人员使用的同时实现企业与员工双赢。 关键词： 薪酬，分配，激励 II Abstract Design of Compensation System for CCB changchun branch of xi 'an squar At present, the development of China's banking industry has entered the unprecedented competition environment, national commercial Banks, joint-stock Banks, regional Banks and other financial institutions are different degree shows a tendency of aggressive expansion. Under the influence of internal and external environment, our country banking industry faces huge challenges. From the perspective of enterprise, how to avoid the homogeneity and the shortage of internal motivation factors become the important factor of commercial bank's competition. In a number of factors, invariably associated with human factors. Promote the competitiveness of the Banks is one of the means of strengthening management, by strengthening employee attitude and work efficiency to improve overall efficiency of the bank. Human resources management, by designing reasonable compensation incentive system can effective specification employees work attitude, improve staff's work enthusiasm, thus enhances the working efficiency of the enterprise to create more performance. Changchun to CCB branch of xi 'an square as an example, the branch of compensation management method although realized the compensation distribution, also to a certain extent, to employees to have certain incentives and means, but not completely achieve reasonable distribution and effective. For some similar performance of the fuzzy definition and multiple cooperation mode of common performance has yet to achieve a reasonable allocation, and how the assessment index in supervise staff actively work at the same time stimulate the enthusiasm of the employees to work harder and actively marketing consciousness also failed to produce effective incentive. Square in changchun, this paper tries to III analyze the construction bank xi 'an branch existing compensation system, and from all the proportion of the structure of compensation, the aspects of the configuration and performance of found deficiencies existing in the current branch salary system, attempt to establish a set of correctly to measure employees' performance level and salary system based on employee performance. Security on the basis of the system is able to accurately measure the employee's performance level, fair, and can stimulate the employees' enthusiasm of work, efforts to marketing, incentives to meet the right incentives of employees. By optimizing the salary system, can satisfy human resources use bank for existing levels of demand, at the same time, has the potential to mining employees work hard and promote the development of branch faster, while maximizing the researchers used to reach the company a win-win situation with employees. Key words: Compensation,Distribute,Incentive IV 目 录 第 1 章 绪论.............................................1 1.1 研究背景........................................... 1 1.2 研究意义........................................... 2 1.3 研究方法........................................... 4 1.4 报告结构与内容..................................... 4 第 2 章 建行长春西安广场支行薪酬管理现状及存在问题 .......5 2.1 薪酬管理现状....................................... 5 2.2 薪酬管理问题分析.................................. 12 第 3 章 建行西安广场支行薪酬方案设计原则与思路 ..........18 3.1 薪酬方案设计原则.................................. 18 3.2 同业薪酬制度借鉴.................................. 19 3.3 薪酬方案设计思路.................................. 23 第 4 章 建行西安广场支行薪酬方案设计 ....................26 4.1 业绩划分标准设定.................................. 26 4.2 薪酬方案设计...................................... 29 4.3 薪酬方案的实施与保障.............................. 33 结 论..................................................36 V