I 摘要 随着全球经济的不断融合，我国金融环境日趋开放，银行作为国家重要的经济运 行载体，发挥着信用中介、支付中介、信用创造、金融服务的职能。而国有银行作为整 个国民经济的重要支撑机构，其发展的可持续性和稳定性尤为重要。薪酬管理作为企 业内部管理的重要组成部分，它关系到员工的付出是否获得有效回报，更是留住核心 人才的关键因素。本文通过对国有银行A银行薪酬制度现状的研究，发现其中存在的 不足，进而提出解决方案及优化策略，让所有员工在薪酬满意度上有所提升，也让A 银行的人员体系更加稳固。 本文是以国有银行A银行作为研究对象，通过文献研究法、问卷调查法、案例研 究法和归纳演绎法，研究以A银行为代表的国有银行薪酬制度现状，剖析A银行管理 人员和基层员工的诉求，进而得出具体的优化策略。通过公开市场审计报告数据对比 以及A银行S分行的问卷调查取数，更加直观的发现A银行与其他同业在薪酬上的差 距，也通过问卷调查真实的表现出管理人员及员工对目前薪酬改革的心声，通过发现 问题，进而对A银行的职位进行分析，针对职位分析对岗位职责进行评估，进而确定 薪资水平，对薪酬制度从职级、激励及保障措施方面提出优化的策略，最后确定本次国 有银行A银行薪酬制度优化的策略结论。本文的研究，将为A银行的薪酬制度优化提 供借鉴意义，也为同行针对国有银行的长效发展提供数据参考。 关键词：国有银行；薪酬制度；激励措施；优化策略；价值贡献 广东工业大学硕士学位论文 II Abstract With the continuous integration of the global economy, China's financial environment is increasingly open. As an important carrier of national economic operation, Banks play the functions of credit intermediary, payment intermediary, credit creation and financial services. As an important supporting institution of the whole national economy, the sustainability and stability of the development of state-owned Banks are particularly important. As an important part of an enterprise's internal management, compensation management is related to whether employees can get effective returns for their efforts, and it is also a key factor to retain core talents. Based on the research on the current situation of the salary system of state-owned bank A, this paper finds out the deficiencies in it, and then proposes solutions and optimization strategies to improve the salary satisfaction of all employees and make the personnel system of bank A more stable. This paper takes state-owned bank A as the research object, and through literature research, questionnaire survey, case study and inductive deduction method, studies the current situation of state-owned bank compensation system represented by bank A, analyzes the demands of managers and grass-roots employees of bank A, and then obtains specific optimization strategies. Audit report data comparison and through open market access of A branch of the bank S A questionnaire, more intuitive to find A bank with other peers of the pay gap, also through the questionnaire survey the real show the management and staff for the compensation reform, by discovering problems, and then analyzes the position of A bank, in view of the job analysis to evaluate responsibility, then determine the wages, the compensation system from the aspects of ranks, incentive and guarantee measures proposed optimized strategy, finally determine the state-owned bank A bank salary system optimization strategy. The research of this paper will provide reference significance for the optimization of the compensation system of bank A, and also provide data reference for the long-term development of state-owned Banks. Key words: State-owned Banks; Remuneration system; Incentives; Optimization strategy; Value contribution. 目 录 III 目 录 摘要 ....................................................................................................................................... I Abstract ....................................................................................................................................II 目 录 .................................................................................................................................... III Contents .................................................................................................................................. VI 第一章 绪论 ............................................................................................................................ 1 1.1 研究背景和意义 ....................................................................................................... 1 1.1.1 研究背景 ....................................................................................................... 1 1.1.2 研究意义 ....................................................................................................... 1 1.2 国内外研究综述 ....................................................................................................... 2 1.2.1 国外研究动态 ............................................................................................... 2 1.2.2 国内研究动态 ............................................................................................... 2 1.2.3 研究述评 ....................................................................................................... 4 1.3 研究内容和研究方法 ............................................................................................... 4 1.3.1 研究内容 ....................................................................................................... 4 1.3.2 研究结构 ....................................................................................................... 4 1.3.3 研究方法 ....................................................................................................... 5 1.3.4 技术路线 ....................................................................................................... 6 第二章 相关概念以及相关理论 ............................................................................................ 7 2.1 相关概念 ................................................................................................................... 7 2.1.1 薪酬的概念 ................................................................................................... 7 2.1.2 薪酬制度的设计原则和考虑因素 ............................................................... 7 2.2 相关薪酬制度 ........................................................................................................... 8 2.2.1 岗位薪酬制度 ............................................................................................... 8 2.2.2 绩效薪酬制度 ............................................................................................... 9 2.2.3 宽带薪酬制度 ............................................................................................... 9 2.3相关激励理论 .......................................................................................................... 10 2.3.1 需求理论 ..................................................................................................... 10 2.3.2 双因素理论 ................................................................................................. 11 广东工业大学硕士学位论文 IV 2.3.3 期望理论 ..................................................................................................... 12 2.3.4 公平理论 ..................................................................................................... 12 2.3.5 目标设置理论 ............................................................................................. 12 第三章 A银行员工薪酬制度现状分析 .............................................................................. 13 3.1 A银行简介 .............................................................................................................. 13 3.2 A银行人力资源现状 .............................................................................................. 14 3.2.1 A银行员工和机构现状 .............................................................................. 14 3.2.2 A银行员工的受教育程度 .......................................................................... 16 3.3 A银行薪酬水平现状 .....................................