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ABC银行私人银行财富顾问薪酬管理体系优化设计_MBA毕业论文(56页).rar

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更新时间:2018/9/26(发布于山西)

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文本描述
摘要
在全球经济一体化环境下,作为金融业主力军的商业银行面对更加激烈的竞
争。其中,国有商业银行由于历史、体制等原因,造成了人力资源管理上的不足,
更要有针对性的进行人力资源管理改革和完善。同时,随着社会财富的不断积累,
中国私人银行业务具有巨大的发展空间,积极探索发展私人银行业务对中国金融
业和整体经济的发展有着重大意义,优秀的财富顾问将给银行带来稳定、忠实的
客户流,成为私人银行急需的人才。因此,对于竞争日趋激烈但又存在先天不足
的国有商业银行而言,如何根据自身实际情况,建立一套有效的财富顾问薪酬管
理体系,为银行吸引、保留和激励专业人才,对银行保持核心竞争力至关重要
本文通对过薪酬管理理论及商业银行私人银行发展情况进行研究,以国有商
业银行ABC银行为研究对象,对其近年来推行的岗位改革及薪酬改革进行分析,
通过对ABC银行财富顾问进行访谈与问卷调查,对ABC银行私人银行财富顾问薪
酬管理的现状进行分析评价,得出现存薪酬管理体系的不足和缺陷,提出了全新
的私人银行财富顾问薪酬管理设汁理念。结合现有国有商业银行私人银行发展状
况,在薪酬管理的制度设计上,依据国有银行发展战略和经营计划制定目标,与
银行长期利益和稳健风险管理原则相统一,利用基于能力的薪酬设计理论,确定
了基于财富顾问能力的薪酬设计理念,以此为基础,设计优化了私人银行财富顾
问薪酬体系。笔者作为一位在国有银行私人银行的财富顾问,希望用本文抛砖引
玉,对今后私人银行业务的发展、财富顾问人才稳定率的提高贡献一份力量
关键词:国有商业银行;私人银行;财富顾问;薪酬管理
ABSTRACT
In the environment of global economic integration, as the main force of China's
financial sector, commercial banks face more intense competition. In there,owing to
historical, institutional and other reasons, the state-owned commercial banks lack of
management of human resources. So it should be targeted for reform and improvement.
Meanwhile, with the accumulation of social wealth, and wealth management to enter the
Chinese private banking business in China has a huge space for development, and
actively explore the development of private banking has great significance for the
development of China's financial industry and the economy as a whole. Outstanding
wealth advisers,who bring banks stable, loyal customer flow , will provide private
banking much-needed talent, stability. Therefore, for the increasingly competitive but
are crippled state-owned commercial banks, it is crucial to establish an effective
management system for wealth advisers pay for the bank to attract, retain and motivate
professionals, and for the bank building and maintaining core competitive, successful
implementation of the strategy according to their actual situation.
This article is through over compensation management theory and commercial
banking private banking developments, ABC Bank is a state-owned commercial banks
to analyze their positions reform and pay reform implemented in recent years,through
interviews with ABC Bank wealth advisers survey, analysis and evaluation of the status
of the ABC Bank private Banking wealth Advisers remuneration management, come to
save the salary management system deficiencies and defects, and put forward a new
design concept of private banking wealth adviser compensation management.
Combination of existing state-owned commercial banks in private banking development,
compensation management system design, setting goals based on the development of
strategic and operational plans of the state-owned banks, and the unity of the Bank's
long-term interests and sound risk management principles, the use of the design theory
based on the ability to pay, determined mainly based wealth advisory capacity and
ability, performance, position, supplemented by the trinity of remuneration design
concept as a basis for design optimization of the private banking wealth adviser
remuneration system. I hope this article initiate the development of the private banking
business in the future, contribute to a wealth advisers talent stable increase in the rate as
a consultant in the private banking wealth of state-owned banks.
Keywords: State-owned commercial banks, Private Bank, Wealth Advisers,
Compensation Management
第一章绪论
1.1研究背景
金融业发展円新月异的大背景下,我国的商业银行正面临着新的竞争和挑战
在这种竞争n益激烈的态势中,银行业如能充分发挥人力资源的优势,将极大地
提升市场的核心竞争力;相反,如果没有发挥出人力资源的优势,则势必在市场
竞争中处于略势。国有商业银行在中国银行业的位置,无论在业务范围、客户资
源、资产规模、经营网点,还是社会影响力上,都是重中之重。因此,国有商业
银行做好人力资源管理,不仅影响自身的竞争力,最终甚至影响到中国银行业乃
至整个中国经济的运行和发展。但由于国有商业银行历史、体制等原因,造成了
人力资源管理上的不足,在人力资源改革中存在诸多难点问题,导致目前整体竞
争力不强,这成为制约我国银行业整体发展水平的最重要瓶颈
而私人银行业务是我国银行业尚未充分开发而又存在极大潜力的领域。从整
体來分析,私人银行与财富管理业务在中国发展的时间不长,私人银行业务在中
国的发展只不过六、七年的历程,目前,国内主要商业银行对私人银行的定位还
缺乏共识。对什么是私人银行私人银行有哪些典型的业务模式什么模式适合
中国市场为什么在中国主要是全能型商业银行在开展私人银行业务私人银行
在全能银行中如何定位打造成功的私人银行业务模式需要有哪些核心能力建
设存在多种意见,争论不断。私人银行本源性的问题,尚待私人银行从业者在
纷繁错综和不成熟的市场环境中,深入思考。因此,对国内商业银行而言,对私
人银行从业者——财富顾问的薪酬管理1题的思考,就更无暇顾及。无论人力资
源部还是个金部、私人银行部,对如何进行财富顾问的薪酬管理还处在…个混乱
的摸索期,缺乏有效的薪酬管理体系,对财富顾问的薪酬制定缺乏科学性,财富
顾问的工作积极性和职业操'、:r受制于薪酬回报与付出之间的落差,成为银行业快
速发展道路上的瓶颈。私人银行财富顾问不同于商业银行的普通员工,是把握银
行客户资源、品牌形象、业务水平的精英与尖兵,如何起到薪酬激励的作用,调
动财富顾问的积极性,提升其的工作满意度,从而为银行创造更高的价值,这对