随着我国改革开放进程的不断加快，我国金融市场发展环境发生了重要改变， 大量外资银行也纷纷看中我国金融市场并进入，国内商业银行之间的竞争程度更 加复杂和激烈。当今社会发展中，人力储备和培养已经成为企业最重要的财富， 在企业的发展壮大的过程中的作用愈发凸显，可以说现代企业之间的竞争已经演 化成了人力资源竞争。我国股份制商业银行通过近年来的发展已经建立了较为成 熟的客户经理管理制度，客户经理在银行人力资源体系中占有十分重要的地位。 进一步加大对商业银行客户经理的激励，充分调动客户经理的积极性和主动性， 成为我国商业银行在经营管理过程中需要重点加强的工作，也是商业银行实现既 定战略目标的重要保障。 本文以 Z 银行重庆分行为研究对象，深入分析和研究 Z 银行重庆分行客户经 理薪酬激励体系的构建。本文首先详细介绍了薪酬激励相关概念和理论基础，然 后全面分析阐述了当前Z银行重庆分行客户经理薪酬激励机制的发展现状与问题， 在此基础上根据 Z 银行重庆分行的实际情况设计了一套科学合理的客户经理薪酬 激励方案，最后本文提出了一系列薪酬激励方案实施的保障措施。 本文根据 Z 银行重庆分行实际发展状况和相关激励基础理论对客户经理薪酬 激励方案进行了再设计，设计方案强调要建立完善的绩效考核管理体系，同时要 进一步优化和调整客户经理薪酬结构。为了保障客户经理薪酬激励方案能在重庆 Z 银行顺利实施，本文最后还提出了一系列相应的保障措施，一是要培育优良的企 业文化；二是要建立有效的沟通反馈机制；三是要争取高层管理人员的重视和支 持；四是要建立健全银行内部各项管理制度。本文的研究对于提高 Z 银行重庆分 行客户经理薪酬满意度和更好的发挥客户经理能动性具有至关重要的意义和作用。 关键词，薪酬激励,，绩效管理，薪酬满意度，商业银行II The Research of Chongqing Z commercial bank account manager compensation incentive system construction. Abstract With the accelerating process of our reform and opening up, China's financial market development environment has had the important change, a large number of foreign Banks have also take a fancy to and into the financial market in China, the degree of competition between domestic commercial Banks is more complex and intense. In today's society development, the key to human resource has become the most core resources, to enterprise's survival and development has a crucial effect, can say the competition between modern enterprises has evolved into human resource competition. The development of joint-stock commercial Banks in China has established a more mature management system for customer managers in recent years, and the account manager occupies a very important position in the human resource system of the bank. Further for commercial bank client manager incentives, fully mobilize the enthusiasm and initiative of customer manager, become our country commercial bank in the process of operation and management is important to strengthen the work, but also an important guarantee of commercial Banks to achieve their strategic targets. This article takes chongqing Z commercial bank as the research object, in-depth analysis and research of chongqing Z commercial bank account manager compensation incentive system construction. This article first introduced the salary incentive related concepts and theoretical basis, and then the comprehensive analysis in this paper, the current Z of chongqing commercial bank customer manager compensation incentive mechanism for the development of present situation and problems, on this basis, according to the actual situation of chongqing commercial bank Z design a set of scientific and reasonable customer manager compensation incentive scheme, at the end of the paper put forward a series of salary incentive plan implementation safeguard measures. This article Z of chongqing commercial bank based on the actual development status and related motivation theory based on customer manager salary incentive scheme for the design, design emphasizes to build a perfect performance appraisal management system, at the same time to further optimize and adjust the structure ofIII customer manager compensation. In order to ensure the successful implementation of the compensation incentive scheme of the customer manager, the paper also puts forward a series of corresponding safeguard measures: first, to cultivate a good corporate culture; Secondly, we should establish effective communication feedback mechanism. Third, we should strive for the attention and support of senior management. Fourth, we should establish and improve the internal management system of Banks. The research of this paper is of great importance to improve the satisfaction of customer manager of Z commercial bank in chongqing and to better play the role of customer manager. Key Words: Compensation Incentive，Performance Management，Salary Satisfaction， Commercial BankIV 目 录 中文摘要..........................................................................................................................................I 英文摘要.........................................................................................................................................II １ 绪论...........................................................................................................................................1 1.1 研究背景 ................................................................................................................................ 1 1.2 国内外研究综述 .................................................................................................................... 2 1.2.1 国外研究综述 ............................................................................................................. 2 1.2.2 国内研究综述 ............................................................................................................. 3 1.3 研究内容与方法 .................................................................................................................... 5 1.3.1 研究内容 ..................................................................................................................... 5 1.3.2 研究方法 ..................................................................................................................... 5 1.4 研究框架 ................................................................................................................................ 6 2 相关概念及理论基础......................................................................................................... 7 2.1 薪酬概述 ................................................................................................................................ 7 2.1.1 薪酬的概念与构成 ..................................................................................................... 7 2.1.2 薪酬分配的公平性与激励性原则 ............................................................................. 8 2.2 激励理论 ................................................................................................................................ 9 2.2.1 需求层次理论 ............................................................................................................. 9 2.2.2 双因素理论 ............................................................................................................... 10 2.2.3 期望理论 ................................................................................................................... 11 2.2.4 公平理论 ................................................................................................................... 11 3 Z 银行重庆分行客户经理薪酬激励的现状分析.............................................. 12 3.1 Z 银行重庆分行简介 .......................................................................................................... 12 3.1.1Z 银行重庆分行简介................................................................................................. 12 3.1.2 Z 银行重庆分行人力资源状况 ................................................................................ 13 3.2 Z 银行重庆分行客户经理薪酬激励的现状....................................................................... 14 3.2.1 存款业绩考核 ........................................................................................................... 15 3.2.2 贷款业绩考核 ........................................................................................................... 15 3.2.3 贴现业务业绩考核 ................................................................................................... 16 3.2.4 中间业务业绩考核 ................................................................................................... 16 3.2.5 跨行营销业绩考核 ................................................................................................... 17 3.2.6 合作营销业绩调整 ................................................................................................... 17V 3.2.7 资产质量考核 ........................................................................................................... 17 4 Z 银行重庆分行客户经理薪酬激励存在的问题及原因分析 ................... 18 4.1Z 银行重庆分行客户经理薪酬激励存在的问题................................................................ 18 4.1.1 客户经理绩效考核体系不合理 ............................................................................... 18 4.1.2 薪酬结构设计缺乏合理性 ....................................................................................... 20 4.1.3 福利形式缺乏灵活性 ............................................................................................... 21 4.2 客户经理薪酬激励方案存在问题的原因分析 .................................................................. 22 4.2.1 宏观原因分析 ........................................................................................................... 22 4.2.2 微观原因分析 ........................................................................................................... 23 5 Z 银行重庆分行客户经理薪酬激励方案优化设计......................................... 26 5.1 客户经理薪酬激励方案优化设计理念、原则与目标 ...................................................... 26 5.1.1 方案优化设计的理念 ............................................................................................... 26 5.1.2 方案优化设计的原则 ............................................................................................... 26 5.1.3 方案优化设计的目标 ............................................................................................... 28 5.2 薪酬激励方案的优化 .......................................................................................................... 28 5.2.1 建立完善的绩效考核管理体系 ............................................................................... 28 5.2.2 进一步优化和调整客户经理薪酬结构 ................................................................... 30 6 Z 银行重庆分行客户经理薪酬激励方案实施保障......................................... 32 6.1 薪酬激励方案实施过程中可能遇到的问题 ...................................................................... 32 6.1.1 管理机制问题 ........................................................................................................... 32 6.1.2 员工需求问题 ........................................................................................................... 32 6.1.3 人力资源管理问题 ................................................................................................... 32 6.2 薪酬激励方案实施的保障措施 .......................................................................................... 33 6.2.1 培育优良的企业文化 ............................................................................................... 33 6.2.2 建立有效的沟通反馈机制 ....................................................................................... 33 6.2.3 争取高层管理人员的重视 ....................................................................................... 34 6.2.4 建立健全银行内部各项管理制度 ........................................................................... 34 7 结论和展望............................................................................................................................ 36 7.1 研究结论 .............................................................................................................................. 36 7.2 研究展望 .............................................................................................................................. 36