论文以调查分析法为主，文献研究法与对比分析法为辅相结合的研究方
法，对中国建设银行牡丹江分行现行薪酬管理体制的现状进行了探讨，依据
现行管理体制的现状对其存在的问题以及原因进行了深入分析，认为其现行
薪酬管理体制主要存在薪酬水平相比同行业过低、薪酬构成比例不均衡、薪
酬管理透明度过低、绩效考核制度不健全以及薪酬等级和职务等级的设置过
于落后五个问题。在此基础上，从工作分析、岗位评估、薪酬调查、薪酬等
级设置、任职能力评估与岗位评估、薪酬结构六个方面对牡丹江分行薪酬管
理体制进行了优化设计。同时，为了保障新的薪酬管理体制能够顺利实施，
从加强薪酬管理工作、增强薪酬透明度、实施弹性福利、健全绩效考核体系、
不断调整薪酬方案五个方面入手为新的设计方案做好保障工作
关键词：国有商业银行；人力资源管理；薪酬管理体制；优化设计哈尔滨工业大学工商管理硕士学位论文
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Abstract
In 2010, the China construction bank launched the personnel incentive and
constraint mechanism of the headquarters of the reform. At the same time a series
of human resources reform measures that are in accordance with the time
development of advancing with The Times. But with many commercial Banks in
recent years, constantly in mudanjiang and mudanjiang branch current
compensation management system in the absence of timely along with the market
changes, makes the mudanjiang branch current compensation management
system lost its competitive advantage, increased employee turnover rate. A large
number of excellent staff, and the loss of deposit and lending, effective customer,
high quality customer hit in mudanjiang branch of China construction bank, also
exposed the disadvantages of the existing compensation management system.
Therefore, for studies the management system of rewards in mudanjiang branch
of China construction bank, not only for inline staff, and even the whole industry
has important reference value.
Paper mainly survey analysis, literature research and comparative analysis
as the auxiliary research method of combining, mudanjiang branch of China
construction bank the status quo of the current salary management system are
discussed in this paper, on the basis of the status quo of the current management
system of the article analyzes the existing problems and reasons, that compared
to the existing compensation current salary management system of the main
industry is too low, uneven proportion pay, compensation management,
performance appraisal system is not sound too low transparency and salary level
and position level set too behind five questions. On this basis, from job analysis,
job evaluation, salary survey, salary level setting, serving ability evaluation and
post evaluation and salary structure of mudanjiang branch six aspects
optimization design was carried out on the compensation management system. At
the same time, in order to ensure the smooth implementation of the new
compensation management system can work from strengthen the compensation
management, as well as increase the elasticity of compensation transparency,
the design scheme for the management&39;s advice.哈尔滨工业大学工商管理硕士学位论文
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Keywords: state-owned commercial banks, human resource management, salary
management system, the optimization design哈尔滨工业大学工商管理硕士学位论文
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目 录
摘要.......I
Abstract..II
第 1 章 绪 论...1
1.1 研究背景..1
1.2 研究目的及意义. 2
1.3 国内外研究现状. 3
1.3.1 国外研究现状.......... 3
1.3.2 国内研究现状.......... 4
1.4 薪酬相关理论......5
1.4.1 薪酬的功能...5
1.4.2 薪酬管理体系的作用..........6
1.5 研究内容、方法与研究框架....7
1.5.1 研究内容.......7
1.5.2 研究方法.......8
1.5.3 研究框架.......9
第 2 章 建行牡丹江分行薪酬管理体制的现状及问题分析........11
2.1 建行牡丹江分行简介...11
2.1.1 分行基本情况介绍11
2.1.2 分行业务效益情况介绍...11
2.1.3 分行组织机构介绍12
2.1.4 分行员工结构介绍13
2.2 建行牡丹江分行薪酬管理体制现状.15
2.2.1 现有的薪酬体系与结构...15
2.2.2 绩效考核与兑现....18
2.2.3 薪酬水平现状........19
2.2.4 员工薪酬满意度调查....... 20
2.3 建行牡丹江分行薪酬管理体制存在的问题及原因分析...22
2.3.1 薪酬水平相对于同行业过低.......22
2.3.2 薪酬构成比例不均衡....... 23
2.3.3 薪酬管理过程透明度过低...........23哈尔滨工业大学工商管理硕士学位论文
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2.3.4 绩效考核制度不健全....... 24
2.3.5 薪酬等级和职务等级设置落后..24
2.4 本章小结25
第 3 章 牡丹江分行薪酬体系设计...26
3.1 牡丹江分行设计薪酬的合理性分析.26
3.2 薪酬设计的战略分析与基本思路.....26
3.2.1 战略分析.....26
3.2.2 基本思路.....27
3.3 宽带薪酬对于牡丹江分行的适用性分析.... 28
3.3.1 宽带薪酬理论概述....
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