I 摘要 当前社会发展突飞猛进，为了适应日新月异的经济社会，使自己获得更加有利的发 展契机，换工作跳槽这一现象已经司空见惯。这一现象在银行系统内也十分常见，就其 来说，跳槽率高也就代表着该银行的人才向外流出的几率越高，目前在江西银行内人才 流失的情况已经十分严重了。就江西银行的人才体系进行分析，客户经理在该银行的人 才体系中占据非常重要的地位，客户经理的日常工作是努力拓展对外业务、发展新用户 以及维系老用户，这就意味着客户经理对于银行的业务发展起着不可或缺的作用。但是， 当前江西银行客户经理的跳槽率持续攀升，这就给银行的发展带来了很大的压力。所以 就银行方面来说，怎样降低客户经理的离职率，最大可能的发挥他们的业务能力，实现 银行的良性和正面的发展，就是现阶段必须考虑的问题。而对于员工离职起着决定性作 用的因素主要为薪酬体系，良好的薪酬体系能够激发工作人员的工作动力，提升员工的 工作积极性，增强员工的粘性，能够有效地降低离职率。 在本次论文调研中，笔者根据江西银行的实际发展情况以及现行的薪酬体系，结合 客户经理的需求及相关评价，设计了针对江西银行薪酬体系的调查问卷。根据问卷调查 结果，我们可以发现，江西银行比较重视客户经理对薪酬方面的评价，因此可以比较及 时的了解客户经理的需求。除此之外，利用数据分析的方式能够直观的体现江西银行当 前的薪酬模式所存在的欠缺，能够帮助相关人员对其进行有的放矢的弥补，使得现行的 薪酬体系和相应的激励制度得到更加完美的优化，从而加强客户经理的粘性。 关键词：客户经理；薪酬体系设计；优化保障措施；江西银行 Abstract II Abstract Atpresent,socialdevelopmentisadvancingbyleapsandbounds.Inordertoadapttothe rapidlychangingeconomicsocietyandenableourselvestogetmorefavorabledevelopment opportunities,jobhoppinghasbecomecommonplace.Thisphenomenonisalsoverycommon inthebankingsystem.Forexample,thehighjobhoppingraterepresentsthehigher probabilityofthetalentreleasefromthebank,andthesituationofbraindraininthebankis veryseriousnow.Analyzingthetalentsystemofthebank,thecustomermanageroccupiesa veryimportantpositioninthetalentsystemofthebank.Thedailyworkofthecustomer manageristoexpandtheexternalbusiness,developnewusersandmaintaintheoldcustomers, whichmeansthatthecustomermanagerplaysanindispensableroleinthebank'sbusiness development.However,atpresent,thejobhoppingrateofcustomermanagersinthebanking systemcontinuestorise,whichbringsgreatpressuretothedevelopmentofbanks.Soasfaras banksareconcerned,howtoreducetheturnoverrateofcustomermanagers,maximizetheir businesscapabilities,andrealizethebenignandpositivedevelopmentofbanksaretheissues thatmustbeconsideredatthisstage.Themaindeterminantsofturnoveraresalarysystem.A goodsalarysystemcanstimulatestaff'smotivation,enhancestaff'senthusiasm,enhance staff'sstickiness,andeffectivelyreduceturnoverrate. Inthispaper,accordingtotheactualdevelopmentofthebankandthecurrentsalary system,theauthorsetsupaquestionnaireforthesalarysystemofthebankaccordingtothe needsoftheclientmanagerandtherelevantevaluation.Accordingtotheresultsofthesurvey, wecanfindthattheBankofJiangxipaysmoreattentiontotheevaluationofthesalaryofthe clientmanager,sothatwecanknowtheneedsoftheclientmanagerinatimelymanner.In addition,usingdataanalysismethodcanintuitivelyreflectthedeficiencyofthecurrentsalary patternofJiangxibank.Itcanhelprelevantpersonneltomakeupforthetargeted compensationandmakethecurrentsalarysystemandcorrespondingincentivesystemmore perfect,therebystrengtheningthestickinessoftheclientmanager. KeyWords:customermanagercompensationsystemdesign;optimization;safeguard measures;Nanchangagriculturalbank 目录 III 目录 第1章绪论................................................................................................................1 1.1研究背景..........................................................................................................1 1.2研究的目的和意义..........................................................................................2 1.2.1研究目的................................................................................................2 1.2.2研究意义................................................................................................3 1.3国内外研究现状...........................................................................................3 1.3.1国外薪酬体系研究现状....................................................................3 1.3.2国内薪酬体系研究现状....................................................................5 1.3.3研究综述............................................................................................6 1.4研究内容及思路...........................................................................................7 1.4.1论文主要内容....................................................................................7 1.4.2论文研究思路....................................................................................7 第2章相关理论综述...............................................................................................................8 2.1薪酬及其相关理论.......................................................................................8 2.1.1薪酬的概念及其构成........................................................................8 2.1.2薪酬的功能........................................................................................8 2.1.3薪酬体系的类型................................................................................9 2.1.4薪酬设计的影响因素......................................................................11 2.2薪酬体系设计的相关理论.........................................................................12 2.2.1薪酬体系设计的影响因素..............................................................12 2.2.2薪酬体系设计的原则......................................................................13 2.2.3薪酬体系设计的一般流程..............................................................14 2.2.4薪酬设计的主要理论......................................................................16 第3章江西银行客户经理薪酬体系现状分析..............................................................19 3.1江西银行概况.............................................................................................19 3.2江西银行客户经理薪酬体系现状.............................................................20 3.2.1薪酬体系基本原则..........................................................................20 3.2.2薪酬体系构成..................................................................................20 3.2.3薪资体系评价..................................................................................21 3.3客户经理薪酬体系调研分析.....................................................................22 3.4客户经理薪酬体系存在的主要问题.........................................................29 3.4.1绩效奖金并未受到银行应有的重视..............................................29 目录 IV 3.4.2薪资低于市场平均水平，缺乏竞争力..........................................29 3.4.3员工薪酬内部分配缺乏公平性......................................................31 3.4.4薪酬激励效度偏低，形式单一......................................................32 第4章江西银行客户经理薪酬体系优化设计方案..............................................33 4.1江西银行薪酬体系优化设计思路.............................................................33 4.1.1提高薪酬激励效度..........................................................................33 4.1.2明确激励政策主导方向..................................................................34 4.1.3对薪酬激励方案进行合理设计......................................................34 4.1.4建立有效的绩效考核体系..............................................................35 4.2江西银行客户经理薪酬体系优化策略.....................................................35 4.2.1提高对绩效奖金的重视和比例......................................................35 4.2.2增强非经济性薪酬的激励作用，增强竞争力..............................36 4.2.3建立电子绩效考核系统，增加公平性..........................................37 4.2.4短期考核与长期激励并重，突出考核重点..................................37 第5章江西银行客户经理薪酬优化实施的保障措施......................................