随着我国当前市场经济的不断发展、经济全球化的不断融合，我国各大商业 银行都发生了巨大的变化，主要体现在银行管理、队伍建设、新业务开拓创新等 多个方面。对外，随着金融业同质化趋势日益严重，各大商业银行都面临着同业 竞争压力，经营内容逐渐扩大涵盖到金融领域多个方面。对内，当前商业银行人 员配备不甚完善、人才作用尚未完全发挥引领作用。因此，商业银行必须通过加 强业务创新、提升金融服务、拓展线上业务、发展互联网金融，才能保持利润增 长，提升企业创新能力，从而在市场立足。企业的竞争归根结底是人才的竞争， 同样作为企业，商业银行也不例外。商业银行要想提升市场竞争力就必须加强对 人才的培养和利用，其所有业务都需要员工执行到位，业务的发展创新也都需要 落实到人才培养上来。因此，只有做好人力资源的管理工作，才能最大程度的吸 引人才、留住人才，发挥人才作用，促进业务发展，提升市场竞争力。而在行业 竞争压力如此之大的今天，商业银行为了使自身的效益得到提高，对员工开展的 考核也日渐趋向于严格，薪酬管理是其中极为重要的一项内容，在对员工进行考 核和管理的环节中处于核心的位置。AM银行吉安分行作为我国重要商业银行的分 支机构之一，虽然其人力资源管理正在不断成长进步，但与其他国有银行及中小 股份制商业银行、外资银行相比仍存在一定差距，例如仍然存在管理水平不高、 缺乏科学合理的人力资源管理体系等问题。其中薪酬管理也不例外，甚至问题尤 为突出。所以通过研究其当前薪酬管理存在的不足并给出相关优化建议，对其发 展有着重要的实践意义。 本文首先阐述了薪酬及薪酬管理的相关理论概念，包括薪酬的定义、薪酬管 理相关理论等，继而运用文献查阅法、问卷调查法与访谈等方法对AM银行吉安 分行薪酬管理现状进行了研究分析。 在此基础上，本文通过结合当前AM银行吉安分行薪酬管理现状，对其员工 概况及薪酬体系分析进行了简要分析，最后针对其薪酬管理中存在的效率性及公 平性欠佳、岗位评估不甚合理、基本工资水平偏低、缺乏有效的薪酬管理沟通反 馈等诸多问题，提出了相应的对策，如加强领导层思想认识、重视薪酬管理、提 高薪酬水平、改善工资机构、加强双向沟通等。希望能这些行之有效的措施来解 III 决AM银行吉安分行在薪酬管理中存在的问题，优化其薪酬体系，提升薪酬管理 水平，提高员工认同感和忠诚度，有效激励员工，从而实现企业发展目标，促进 AM银行吉安分行快速发展，增强市场竞争力。综上所述，笔者希望通过立足于 AM银行吉安分行的发展战略提出合理的优化方案，力求通过优化薪酬管理的方式 使该行薪酬管理体系朝着更务实、更灵活、更有效的方向推进，从而提升该行的 整体竞争力。 关键词：人力资源管理；商业银行；薪酬管理 论文类型：应用论文 IV Abstract WiththecontinuousdevelopmentofChina'scurrentmarketeconomyandthe continuousintegrationofeconomicglobalization,greatchangeshavetakenplacein China'smajorcommercialbanks,whicharemainlyreflectedinbankmanagement,team building,newbusinessdevelopmentandinnovation.Externally,withtheincreasingly serioushomogenizationtrendofthefinancialindustry,themajorcommercialbanksare facingthepressureofhorizontalcompetition,andthebusinesscontentisgradually expandedtocovermanyaspectsofthefinancialfield.Internally,thecurrentstaffingof commercialbanksisnotperfect,andtheroleoftalentshasnotyetfullyplayeda leadingrole.Therefore,commercialbanksmuststrengthenbusinessinnovation, improvefinancialservices,expandonlinebusiness,anddevelopInternetfinance,soas tomaintainprofitgrowth,enhanceenterpriseinnovationability,andgainafootholdin themarket.Inthefinalanalysis,thecompetitionofenterprisesisthecompetitionof talents.Asenterprises,commercialbanksarenoexception.Ifcommercialbankswantto enhancetheirmarketcompetitiveness,theymuststrengthenthecultivationand utilizationoftalents.Alltheirbusinessesneedtobecarriedoutbyemployees,andthe developmentandinnovationofbusinessalsoneedtobeimplementedinthecultivation oftalents.Therefore,onlybydoingagoodjobofhumanresourcemanagement,canwe attractandretaintalentstothegreatestextent,playtheroleoftalents,promotebusiness developmentandenhancemarketcompetitiveness.Intoday'sindustrycompetition pressureissogreat,commercialbanksinordertoimprovetheirownefficiency,the assessmentofemployeesisbecomingmoreandmorestrict,salarymanagementisone ofthemostimportantcontent,intheassessmentandmanagementofemployeesinthe coreposition.Ji'anbranchofAMbankisoneoftheimportantbranchesofChina's commercialbanks.Althoughitshumanresourcemanagementisgrowingandimproving, thereisstillacertaingapcomparedwithotherstate-ownedbanks,smalland medium-sizedjoint-stockcommercialbanksandforeignbanks.Forexample,thereare stillsomeproblemssuchaslowmanagementlevelandlackofscientificandreasonable V humanresourcemanagementsystem.Salarymanagementisnoexception,eventhe problemisparticularlyprominent.Therefore,itisofgreatpracticalsignificanceforits developmenttostudytheshortcomingsofitscurrentsalarymanagementandgive relevantoptimizationsuggestions. Thispaperfirstexpoundstherelevanttheoreticalconceptsofsalaryandsalary management,includingthedefinitionofsalaryandsalarymanagementtheory,andthen usesthemethodsofliteraturereview,questionnairesurveyandinterviewtostudyand analyzethecurrentsituationofsalarymanagementinJi'anbranchofAMbank. Onthisbasis,combinedwiththecurrentsituationofsalarymanagementinJi'an branchofAMbank,thispapermakesabriefanalysisofitsstaffprofileandsalary system.Finally,inviewoftheproblemsexistinginitssalarymanagement,suchaspoor efficiencyandfairness,unreasonablepostevaluation,lowbasicsalarylevel,lackof effectivesalarymanagementcommunicationfeedback,etc,Thecorresponding countermeasuresareputforward,suchasstrengtheningtheideologicalunderstandingof theleadership,payingattentiontothesalarymanagement,improvingthesalarylevel, improvingthesalaryorganization,strengtheningthetwo-waycommunicationandsoon. Itishopedthattheseeffectivemeasurescansolvetheproblemsexistinginthesalary managementofJi'anbranchofAMbank,optimizeitssalarysystem,improvethesalary managementlevel,improvetheemployees'senseofidentityandloyalty,andeffectively motivatetheemployees,soastoachievetheenterprisedevelopmentgoals,promotethe rapiddevelopmentofJi'anbranchofAMbank,andenhancethemarketcompetitiveness. Tosumup,theauthorhopestoputforwardareasonableoptimizationplanbasedonthe developmentstrategyofJi'anbranchofAMbank,andstrivetomakethebank'ssalary managementsystemmorepragmatic,moreflexibleandmoreeffectivebyoptimizing thewayofsalarymanagement,soastoenhancetheoverallcompetitivenessofthebank. Keywords:humanresourcemanagement;commercialbank;salarymanagement Typeofpaper:appliedpaper 1 目录 第1章绪论.....................................................................................................................1 1.1选题背景及研究意义.........................................................................................1 1.1.1选题背景....................................................................................................1 1.1.2研究意义...................................................................................................1 1.2国内外研究现状.................................................................................................3 1.2.1国外研究综述...........................................................................................3 1.2.2国内研究综述...........................................................................................4 1.3主要研究内容与方法.........................................................................................5 1.3.1主要研究内容...........................................................................................5 1.3.2主要研究方法...........................................................................................6 第2章薪酬管理相关理论概述.....................................................................................8 2.1薪酬及薪酬管理相关概念.................................................................................8 2.1.1薪酬的相关概念.......................................................................................8 2.1.2薪酬管理的概念.......................................................................................9 2.1.3薪酬管理的目标.....................................................................................10 2.2薪酬管理相关理论...........................................................................................10 2.2.1需求层次理论...........................