在当今残酷的市场竟争中，取胜的关键是人才的竞争。如何调动员工积极性、主动 性，促使他们为实现企业利润目标而努力工作，成为企业最关切的问题之一。 人员激励是调动员工积极性的主要手段。在众多的激励手段中，薪酬激励在现代企 业激励机制中具有重要的地位。要实现薪酬激励，建立一个良好的薪酬体系至关重要的。 而在薪酬体系里，薪酬管理是一个非常重要的环节。它是企业对本企业员工报酬的支付 标准、发放水平、要素结构进行确定、分配和调整的过程，它是企业人力资源管理的核 心内容，也是人力资源管理体系中最基本的职能之一。 作为一家大型的跨国商业银行，A 银行近年提出了“增长管理”战略性管理策略 (Managing for Growth)。由于集团对于销售人员的管理战略发生了改变，传统的薪酬管 理模式不再适应企业现时的环境。所以必须要有能更贴近员工管理变化的薪酬管理模 式。然而根据 A 银行的内部调查显示，其在北美、欧洲、亚太等重要区域都缺乏一个 统一以及标准化的薪酬处理过程。各个区域现有的薪酬管理系统分布零散，设计过时， 缺乏灵活调整的能力，难以根据员工的表现快速有效地处理员工的薪酬设计、薪酬计算、 薪酬发放以及薪酬查询等工作。所以采用先进的信息技术解决薪酬管理中存在的问题， 已经成为了当前 A 银行集团内部最急迫的需求。 通过对计算机应用于薪酬管理的理论和实际应用的研究，本人认为当今国际的薪酬 管理系统已经进入到 E-薪酬管理阶段。该阶段具有自动化的数据处理、管理分析、决 策优化等功能和特点。为了将 A 银行的薪酬管理提升到 E-薪酬管理阶段，本人首先提 出了三种薪酬管理系统的技术解决方案，然后将根据 A 银行集团薪酬管理的现状，遵 照 A 银行提出的 6 大原则，结合信息技术的发展，通过层次分析法（Analytic Hierarchy Process 简称 AHP）做出科学有效的判断、从以上三种方案选取出一套对整个集团最优 的技术方案，并提出实施建议，以解决 A 银行集团薪酬管理所面临的问题。 关键词，银行；薪酬管理系统；层次分析法；COCOMO II 模型Abstract In today's brutal market competition, get the person with ability is the winning key. How to mobilize the staff enthusiasm, initiative, and encourage them to achieve corporate profit targets and work hard to become one of the issues of greatest concern to business. Staff motivation is the primary means to mobilize the enthusiasm of employee. Among the incentives, the incentive compensation has an important position in the modern enterprise incentive mechanism. The establishment of a good salary system is essential to achieve incentive compensation. In the salary system, the remuneration of management is a very important part. It is the business-to-pay of the employees of the payment standard, release level, elements of structure identification, distribution and adjustment process, which is the corporate human resources management, the core content, but also of human resources management system, one of the most basic functions. As a large multinational commercial banks, A Bank in recent years, proposed a Strategic Management Strategy growth management. As the Group's management strategy for the sales staff has changed, the traditional civil service pay administration is no longer to adapt to their current environment. Therefore, employees must be able to manage change more in line with the remuneration of management. However, according to A bank's internal investigation revealed that in North America, Europe, Asia-Pacific and other important regions of the lack of a unified and standardized the pay process. In various regions of the existing salary management system for the distribution of fragmented, outdated design, lack of capacity to adjust flexibly, it is difficult to deal with the pay structure of employees, pay calculation, payroll, pay queries and so on according to the performance of employees quickly and effectively. As a result, the use of advanced information technology to solve problems in compensation management has become the most urgent needs within A banking groups currently. Through the application of computers compensation management theory and practical application of research, I think that the remuneration of management in today's international system has entered into the E-pay management phases. The stage includes important functions and features such as automated data processing, management analysis, decision-making and optimization. In order to promote A bank’s pay administration to E-pay administration stage, I first proposed three kinds of remuneration management system technical solutions, and then in accordance with A bank of six principles, combined with development of information technology, through the AHP (Analytic Hierarchy Processreferred to as AHP) to make quick, scientific and valid judgments, from the above three kinds of programs for the whole group selected a set of the best technical solution and made to implement the recommendations, and help A banking group to address the problems faced by management remuneration. Keywords: bank; Remuneration Management System; Analytic Hierarchy Process; COCOMO II model目 录 第一章 绪 论..........................................................................................................................1 1.1 选题的背景和意义 .......................................................................................................... 1 1.2 文献综述 .......................................................................................................................... 2 1.2.1 薪酬管理理论的发展................................................................................................ 3 1.2.2 员工激励理论............................................................................................................ 5 1.3 研究的内容和方法 .......................................................................................................... 9 第二章 计算机薪酬管理的相关理论....................................................................................10 2.1 计算机薪酬管理的含义 ................................................................................................ 10 2.2 薪酬管理系统的发展.................................................................................................... 10 2.2.1 批处理阶段............................................................................................................. 10 2.2.2 实时处理阶段......................................................................................................... 10 2.2.3 管理信息系统处理阶段(MIS)............................................................................... 11 2.2.4 决策支持系统处理阶段(DSS)............................................................................... 11 2.2.5 人工智能系统阶段................................................................................................. 11 2.2.6 E-薪酬管理阶段 ...................................................................................................... 12 2.3 薪酬管理系统与薪酬管理理论的关系........................................................................ 13 2.4 本章小结........................................................................................................................ 14 第三章 A 银行薪酬管理现状分析........................................................................................15 3.1 薪酬管理存在的问题.................................................................................................... 15 3.2 问题的分析.................................................................................................................... 17 3.3 附属机构期望目标汇总................................................................................................ 17 3.4 激励薪酬计算方案........................................................................................................ 19 3.5 本章小结........................................................................................................................ 21 第四章 A 银行薪酬管理的技术解决方案的选择................................................................22 4.1 A 银行研发部门的简介................................................................................................. 22 4.2 技术方案分析与决策的过程........................................................................................ 224.3 自主开发方案的详细说明............................................................................................ 24 4.3.1 系统涵盖的核心功能............................................................................................. 24 4.3.2 自主开发方案的逻辑结构图................................................................................. 25 4.4 模块二次开发方案的详细说明.................................................................................... 26 4.4.1 第三方软件模块的选择......................................................................................... 26 4.4.2 TrueComp Manager 关键特性 ................................................................................ 28 4.4.3 系统涵盖的核心功能............................................................................................. 29 4.4.4 模块二次开发方案的逻辑结构图......................................................................... 30 4.5 基于 AHP 的技术方案选取.......................................................................................... 31 4.5.1 建立薪酬管理系统技术方案的评价指标体系..................................................... 32 4.5.2 确定目标层、准则层、方案层各因素的主观权重 ............................................ 32 4.6 本章小结........................................................................................................................ 45 第五章 实施建议....................................................................................................................47 5.1 所需平台........................................................................................................................ 47 5.2 薪酬管理系统的物理结构............................................................................................ 47 5.3 A 银行薪酬管理系统的计划发展阶段......................................................................... 48 结 论......................................................................................................................................49