随着当前经济下行压力以及互联网金融的影响，银行业面临着巨大的挑战和 严峻的形势。为了在激烈的竞争中取得先机和效率效益的提高，加强人力资源管 理就成为银行当前最关注的事项。任何企业的基层员工都是企业发展的基础和根 本，银行业更应该把基层员工的激励作为人力资源管理的重点。实际情况中，银 行基层员工位于企业组织体系的最底层，从事工作都是服务客户的非管理类工 作，缺乏话语权和发声权，难以受到上层管理者的关注。同时，银行基层工作呈 现出标准严苛和任务繁杂的特点，导致基层员工工作积极性较低，造成专业人才 不断流失。 中国银行甘肃分行在基层员工管理方面存在上述问题。尽管对薪酬体系进行 了优化，但是在薪酬制度合理性、激励性和适用性上存在很多不足和问题。基于 中行甘肃分行基层员工实际情况和金融专业人才特点，设计出一套符合其实际情 况的优化完善方案，使中行甘肃分行适应日益严峻的市场竞争形势，从而实现企 业健康稳定高质量发展。 本文围绕中行甘肃分行基层员工薪酬体系优化这一主题，在梳理总结薪酬和 激励相关理论的基础上，通过问卷调查法、访谈法等方式对中行甘肃分行基层员 工薪酬体系进行了研究分析，指出了基层员工薪酬体系存在的主要问题：薪酬水 平缺乏竞争力、薪酬公平性不足、薪酬激励方式单一、绩效考核机制不完善。针 对这些问题，论文从薪酬水平和构成、岗位工资结构、岗位工资带宽设计、档级 设计、绩效工资和福利补贴等方面进行优化，提出优化后的薪酬体系，并最终给 出保障薪酬体系得以顺利的措施，包括制度保障、沟通等方面。 希望本文的研究能够帮助中行甘肃分行基层员工的薪酬体系实现进一步完 善和提升，同时对其他银行提供有益的借鉴和参考，共同解决基层员工薪酬体系 存在的种种弊病，切实发挥薪酬的激励作用，提升企业的经济效益。 关键词：中国银行甘肃分行，基层员工，薪酬体系II Grassroots staff of gansu branch of bank of China Research on optimization of compensation system Abstract With the current economic downward pressure and the impact of Internet finance, the banking industry is facing great challenges and severe situation. In order to gain opportunities and improve efficiency in the fierce competition, strengthening human resource management has become the most important issue for Banks. The grassroots employees of any enterprise are the foundation and foundation of enterprise development. The banking industry should take the incentive of grassroots employees as the focus of human resource management. As a matter of fact, grassroots bank employees are located at the bottom of the enterprise organization system. They are engaged in non-management work to serve customers and lack the right to speak and voice, which makes it difficult for them to be concerned by the upper management. At the same time, the basic work of the bank presents the characteristics of strict standards and complex tasks, which leads to the low enthusiasm of grassroots employees and the continuous loss of professional talents. The gansu branch of bank of China has the above problems in the management of grassroots employees. Although the compensation system has been optimized, there are many deficiencies and problems in the rationality, incentive and applicability of the compensation system. Based on the actual situation of grassroots staff and characteristics of financial professionals in gansu branch of bank of China, this paper designs a set of optimization and improvement plan in line with its actual situation, so as to make the gansu branch of bank of China adapt to the increasingly severe market competition situation and realize the healthy, stable and high-quality development of the enterprise. Around the bank of China gansu branch grass-roots employee compensation system optimization of the subject, the comb summary compensation and incentive, on the basis of relevant theories, through the questionnaire investigation, interview method and so on way to the bank of China gansu branch grass-roots employeeIII compensation system are analyzed, and points out the main problems of grass-roots staff salary system: pay levels lack of competitiveness, insufficient compensation fairness, pay incentives, performance evaluation mechanism is not perfect. To solve these problems, this paper optimizes the salary level and structure, post salary structure, post salary bandwidth design, file level design, performance salary and welfare subsidy, proposes the optimized salary system, and finally gives the measures to ensure the smooth salary system, including system guarantee and communication. It is hoped that the research of this paper can help to further improve and improve the compensation system of grassroots employees in gansu branch of bank of China, and at the same time provide beneficial reference and reference for other Banks, so as to jointly solve various shortcomings of the compensation system of grassroots employees, and effectively exert the incentive effect of compensation, and improve the economic benefits of enterprises. Keywords: Bank of China Gansu Branch, grassroots employees, compensation systemIV 目 录 中文摘要......................................................................................................I Abstract......................................................................................................II 第一章 引言..............................................................................................1 1.1 研究背景及意义............................................................................................1 1.1.1 研究背景................................................................................................1 1.1.2 研究意义................................................................................................2 1.2 研究内容、方法与思路................................................................................3 1.2.1 研究内容................................................................................................3 1.2.2 研究方法................................................................................................4 1.2.3 研究思路................................................................................................4 第二章 薪酬激励相关理论概述.............................................................6 2.1 薪酬的概念....................................................................................................6 2.1.1 经济性薪酬............................................................................................6 2.1.2 非经济性薪酬........................................................................................6 2.2 薪酬的相关理论............................................................................................7 2.2.1 岗位薪酬体系........................................................................................7 2.2.2 绩效薪酬体系........................................................................................7 2.2.3 技能薪酬体系........................................................................................8 2.2.4 宽带薪酬体系........................................................................................8 2.2.5 综合型薪酬体系....................................................................................8 2.3 激励的概念....................................................................................................9 2.3.1 物质激励和精神激励............................................................................9 2.3.2 内激励和外激励....................................................................................9 2.3.3 正激励和负激励..................................................................................10V 2.4 激励的相关理论..........................................................................................10 2.4.1 马斯洛的需要层次理论......................................................................11 2.4.2 赫兹伯格的双因素理论......................................................................11 2.4.3 公平理论..............................................................................................12 2.4.4 期望理论..............................................................................................12 2.4.5 强化理论..............................................................................................13 第三章 中行甘肃分行基层员工薪酬体系现状分析...........................14 3.1 中行甘肃分行基层员工结构及特点..........................................................14 3.1.1 基层员工的界定..................................................................................14 3.1.2 基层员工的结构..................................................................................14 3.1.3 基层员工的特点..................................................................................14 3.2 中行甘肃分行基层员工薪酬体系现状......................................................15 3.2.1 基本岗位工资......................................................................................15 3.2.2 绩效工资..............................................................................................15 3.2.3 企业年金..............................................................................................16 3.2.4 福利......................................................................................................16 3.3 中行甘肃分行基层员工薪酬体系存在的主要问题..................................16 3.3.1 基层员工薪酬满意度调查..................................................................16 3.3.2 薪酬体系存在的问题..........................................................................20 3.3.3 薪酬体系存在问题的原因..................................................................22 第四章 中行甘肃分行基层员工薪酬体系的优化...............................23 4.1 中行甘肃分行基层员工薪酬策略..............................................................23 4.1.1 薪酬结构策略......................................................................................23 4.1.2 薪酬水平策略......................................................................................23 4.2 中行甘肃分行基层员工薪酬体系优化的原则..........................................23 4.2.1 战略导向原则......................................................................................24VI 4.2.2 公平、公正原则..................................................................................24 4.2.3 竞争原则..............................................................................................24 4.2.4 激励原则..............................................................................................24 4.2.5 经济性原则..........................................................................................25 4.2.6 合法性原则..........................................................................................25 4.3 中行甘肃分行基层员工薪酬体系优化设计的基本流程..........................25 4.4 中行甘肃分行基层员工岗位价值评估......................................................26 4.4.1 基层员工岗位分析..............................................................................26 4.4.2 基层员工岗位评估..............................................................................27 4.5 中行甘肃分行基层员工薪酬体系优化方案设计......................................29 4.5.1 基层员工薪酬调查和薪酬构成优化设计..........................................29 4.5.2 基层员工岗位工资优化设计..............................................................30 4.5.3 基层员工绩效工资优化设计..............................................................34 4.5.4 基层员工福利补贴优化设计..............................................................36 第五章 中行甘肃分行基层员工薪酬体系实施及保障措施.............. 38 5.1 中行甘肃分行基层员工薪酬体系优化实施..............................................38 5.1.1 前期准备..............................................................................................38 5.1.2 推进步骤..............................................................................................39 5.2 中行甘肃分行基层员工薪酬体系优化保障..............................................39 5.2.1 宣传及培训保障..................................................................................40 5.2.2 制度保障措施......................................................................................40 5.2.3 沟通保障措施......................................................................................40 5.2.4 机制保障措施......................................................................................41 第六章 结论............................................................................................42 6.1 本文研究的结论..........................................................................................42 6.2 本文研究的展望..........................................................................................42VII