摘 要
改革开放以来,伴随着我国市场经济的不断发展和完善,国民经济的持续快速增长
和城乡居民收入水平的不断提高,企业间竞争激烈程度不断加深,要在日趋完善的市场
竞争中保持不败之地,人才扮演了非常重要的角色,人才能够推动企业的健康发展,如
何把企业利益和员工自身利益有机结合起来,实现企业和员工的共同发展,是每一个需
要发展的企业必须重视的问题。要实现这一目标,企业建立适合的薪酬体系是至关重要,
根据目前N银行的薪酬体系现状,改进和构建新的合理薪酬体系,而且能够发挥薪酬体
系对员工的激励作用是本文研究的出发点。在分析我国银行业薪酬发展现状的外部环境
下,以N银行作为研究的现实依据,在充分考虑N银行实际运行情况的基础上,结合
薪酬设计等相关理论,建立一套较为科学的薪酬体系,以此来提升N银行的经营效益和
可持续发展能力。
在进行研究N银行薪酬体系构建的过程中,围绕N银行的薪酬体系现状以及如何
构建具有激励性薪酬体系,结合N银行的现实情况,运用了多种研究方法,在涉及薪酬
体系的各个学科的理论指导下,对N银行的薪酬体系构建进行了详实的分析。在分析过
程中本文主要应用了以下的研究方法进行研究:
(1)实地考察法。实地考察法指为明白一个事物的真相,势态发展流程,而去实
地进行直观的,局部进行详细的调查。在进行研究之前,作者对N银行的薪酬体系现状
做了大量的调研工作,通过收集相关的资料,走访N银行员工以及访谈相关的负责人,
为本文的研究提供了大量详实的原材料。
(2)文献综述法。通过对以前学者的研究成果进行综述,能够了解该领域的最新
研究现状和研究未涉及到的地方,掌握该领域的前沿动态。本文通过对文献综述,对以
前学者的研究成果进行了梳理,为作者进行研究和写作打下了坚实的理论基础。
(3)定量分析法。定量分析能够更加准确的反映事物的变化。本文在研究过程中,
对N银行的薪酬体系再设计的基本框架和考核方法应用了定量分析。本文在用定量分析
时,对N银行的薪酬体系的指标设计和公司小组和个人绩效考核分值的计算等都进行定
量分析,使得薪酬体系更加科学和客观。
本文在阐述了薪酬体系构成及主要方法的基础上,分析了 N银行现有的薪酬体系所
存在的问题,在此基础上重新构建了新的具有激励作用的薪酬体系。提出了 N银行薪酬
体系改革的主要方向,以及在改革薪酬体系中N银行和员工各自的权利和责任,提出了
对员工的新考核方法。通过分析作者发现,N银行目前的薪酬体系中“官本位”思想明
显,目前的薪酬体系不是以职位为基础建立的。在分析完问题之后提出了 N银行薪酬体
系新方案实施中应注意的问题和建议。
主要结论如下:
1、通过概述企业薪酬体系的相关理论和主要薪酬模式,分析了薪酬体系对于企业
整体战略布局和经营水平的提高产生的重要影响。
2、在分析了 N银行的薪酬体系发展及现状后,指出了 N银行薪酬体系存在的问题,
主要表现在薪酬制度结构不合理、薪酬分配评价标准不具有科学性、薪酬分配缺乏均衡、
业绩考核机制不健全、业绩考核方法不科学五个方面。本文在现有薪酬体系的基础上,
综合考虑N银行的实际运行情况,通过工作分析、岗位评价、岗位职级设计等几个方面
构建了有激励作用的薪酬体系。
3、N银行薪酬体系的构建要按照科学发展观的要求,根据市场发展的需要,建立
完善的现代企业薪酬体系。按照贡献和所得相统一,建立以职位为基础的新的薪酬体系,
实现薪酬体系的激励作用,使得薪酬体系结构更加合理,使得新的薪酬体系能够促进N
银行和员工的共同发展。
4、N银行薪酬体系的构建对于现有的薪酬体系已有很大改进,但是该方法运用还
需要许多外在条件作为保障。因此,本文提出了N银行薪酬体系方案实施中应注意的问
题和建议。主要包括六个方面的内容:设立绩效考评办公室、做好新的薪酬体系设计的
推广工作、严格推进岗位评估和任职能力评估、健全绩效考核体系、加强薪酬管理、持
续修改完善薪酬方案。
关键词:薪酬体系优化设计绩效考核
ABSTRACT
In the increasingly fierce competition for enterprises, in addition to the competition of
hard power, it also includes software competition like personnel. To maximum enterprise's
benefits, the enterprise decision makers must face the problem of how to integrate the
interests of enterprise with employees more closely, so as to form the beneficial development
in the same direction. With the problem fixed,enterprises will be able to meet the challenges
and re-create glory; otherwise they may be eliminated. Obviously to enterprises and
employees, the salary system of enterprise and its construction is crucial. Therefore, this
paper is trying to solve the problems of how to construct a reasonable salary system, and
how to reflect the system's effective incentive characteristic. Under the external environment
of the current pay development of China's banking, taking N bank as the realistic basis,flilly
considering its actual operation situation, and combining with the theory of salary design,
this paper establishes a set of scientific salary system, in order to improve operational
efficiency and sustainable development capacity of N bank.
During the study of constructing banking industry's incentive salary system, by
combining theory, science, practice with innovation and surrounding the research goals and
research contents, this paper has used a variety of research methods and approaches. In the
study process, under the guiding theory of management,human resources management and
salary management, combining the actual situation of N bank, this paper uses a variety of
analytical methods to analyze. As a conclusion, the following methods have been applied:
(1) The method of on-the-spot investigation. Before writing this paper, a lot of research
on N bank has been done, including information collection and collation, field investigation
and interview, which provide abundant materials for writing the paper.
(2) The method of literature review. The literature review of previous study results is an
important method. This paper systematically reviews the research results of previous salary
management and motivation theory. The previous academic achievements have been
summarized from different aspects and angles, which paves the way for writing this paper.
(3) The method of quantitative analysis. In the fifth part of this paper, the quantitative
analysis method has been applied in the basic framework and assessment methods of the
redesign of company's salary system. From the index design to group and individual
performance evaluation score calculation, the method of quantitative analysis has been
adopted, which makes the performance evaluation more scientific and objective.
The paper expounds the composition and the main methods of compensation system,
analyses present compensation system of N bank, finds the problem of the existing salary
system, and designs the new incentive compensation system aiming at the questions, which
says future salary reform of N bank is stressed on performance assessment and construction
management of salary, would give full play to the initiative, seize the guiding role of the
compensation incentive, change the past employees' appraisal way according to their
experience, and be the way that appraisal truly inspires employees' enthusiasm and creativity
not is a form. The performance appraisal and salary are two important aspects, which
complement each other, mutual reference, jointly promote, and mutual perfection. The
compensation system reform of N bank aims to break the previous leader first” standard,
establish compensation system that pays salary based on the relative value of a position.
Finally, the paper refers to the problems and suggestions for implementing the new scheme
of compensation system of N bank.
The main conclusions:
1、analyzing the important effects of improving compensation system for enterprises to
the overall strategic layout and management level through the overview of related theories of
enterprise salary system and compensation mode.
2、In the analysis of the salary system present situation and development of N bank,
pointing out the existing problems of compensation system, mainly reflected in five
aspects :the salary structure unreasonable, salary standard un science, salary distribution
equilibrium, lack of performance evaluation mechanism, performance appraisal method
unfitness. Based on the existing salary system,an incentive pay system is build of job
analysis, job evaluation, and job level design etc in consideration of N bank actual operation,
3、the compensation system of N bank should adhere to the scientific outlook on
development as a guide, modern enterprise salary management requires an enterprise should
be determined posts, establishment, personnel, and responsibilities and go on post evaluation,
as duty and position value in accordance with equity and efficiency principle, Establish a
compensation management system that pay salary for his post and work’ s difficulty, value,
Which should optimize the structure of salary deeply, perfect the incentive enterprise
mechanism, promote the development of N bank.
4、N bank compensation system for the existing salary system has been greatly
improved, but this method also requires a lot of external conditions as guarantee. Therefore,
the paper refers to some problems and suggestions to implement scheme of compensation
system of N bank. Mainly includes six aspects: establishing performance evaluation office,
perfecting the promotion work of the new salary system design, promoting job evaluation
strictly, improving the post and performance appraisal system, strengthening management,
improving salary scheme continuously.
Key words: Salary system Optimum design Performance appraisal