现如今国内商业银行发展火热,不仅有五六家非常知名的大型商业银行，还 有十多家经营有色的中型商业银行以及数以百计的小型商业银行。而在这之外还 有，国外银行和外资控股银行的加入，也让商业银行之间的竞争更为激烈。在这 样激烈的市场角逐中，人力资源作为拥有活力以及极具增长潜力的资源，越来越 被各大金融机构所重视，而与之相应的人力资源管理也变成了各大银行管理中的 重中之重。而在人力资源管理中，作为能够吸引人才并且激发员工内在潜力的薪 酬管理不仅起着不可或缺的作用，还有着无可取代的地位。 近年来越来越多外资银行开始进入我国。由于外资银行拥有较为先进的薪酬 管理体系，高于行业平均值的薪酬标准以及非常完善的福利制度，所以其逐渐成 为了国内越来越多的商业银行人才的选择，大量金融人才流出国内商业银行，对 许多国内商业银行都带来了沉重的打击。目前，我国很多银行薪酬管理中存在一 些问题，对员工得激励作用不足，导致员工流失严重。因此，我国商业银行亟需 优化和完善薪酬管理，以减少人才流失。我国目前关于商业银行薪酬管理的一些 相关研究都还在纸上谈兵，主要以理论分析为主，相关的案例研究则相对较少。 不仅如此，很多关于商业银行薪酬管理的研究过于笼统，较为类似，并没有根据 每个银行自身的特点来设计薪酬管理方案。本文研究是对现有研究的一种补充。 本文运用案例分析法和问卷调查法展开研究，具体以中国邮政储蓄银行江西 分行为案例，以波特—劳勒综合型激励理论作为依据编制调查问卷，调查对象为 为除行长、副行长的 135 员工。结合调查问卷数据解析案例银行中的薪酬管理现 状以及其中存在的问题，发现大致有以下四方面问题：固定薪酬水平偏低，绩效 考核方式不科学，薪酬竞争力不足，非货币性激励措施不足。针对这些问题，作 者在借鉴国内外优秀银行薪酬管理经验的基础上，因此提出中国邮政储蓄银行江 西分行薪酬管理的优化策略：提高固定薪酬水平；完善绩效考核方式；提升薪酬 外部竞争力；完善非货币性激励措施。这些建议措施对于该银行的薪酬管理工作 具有一定的理论价值。 关键词：邮政储蓄银行；薪酬管理；激励理论；人力资源硕士学位论文 II Abstract Nowadays, domestic commercial banks are developing rapidly. There are not only 56 well-known large commercial banks, but also more than ten medium-sized commercial banks with colorful operation and hundreds of small commercial banks. In addition, the joining of foreign banks and foreign holding banks also makes the competition between commercial banks more intense. In such fierce market competition, human resources, as a resource with vigor and great growth potential, have been paid more and more attention by major financial institutions, and the corresponding human resources management has become the top priority in the management of major banks. In human resource management, salary management, which can attract talents and stimulate employees' internal potential, not only plays an indispensable role, but also plays an irreplaceable role. In recent years, more and more foreign banks have begun to enter our country. Because foreign banks have more advanced salary management system, higher than the average salary standard of the industry and perfect welfare system, they have gradually become the choice of more and more talents of domestic commercial banks. A large number of financial talents flow out of domestic commercial banks, which has brought a heavy blow to many domestic commercial banks. At present, there are some problems in the salary management of many banks in our country, which can not provide enough incentives for employees and lead to serious staff turnover. Therefore, China's commercial banks urgently need to optimize and improve salary management in order to reduce brain drain. At present, some related research on the compensation management of commercial banks is still on the paper, mainly based on theoretical analysis, while the relevant case studies are relatively few. Not only that, many studies on the compensation management of commercial banks are too general and similar, and they do not design the compensation management plan according to the characteristics of each bank. This study is a supplement to the existing research. In this paper, case analysis and questionnaire survey are used to carry out the research. The specific case of Jiangxi Branch of China Postal Savings Bank is taken as an example, and the questionnaire is compiled on the basis of Porter-Lawler comprehensive incentive theory. The survey subjects are 135 employees except中国邮政储蓄银行江西分行薪酬管理优化研究 III president and vice president. Combining the questionnaire data to analyze the current situation of compensation management in the case bank and the existing problems, we find the following four problems: low fixed salary level, unscientific performance appraisal method, insufficient salary competitiveness, and insufficient non-monetary incentives. In view of these problems, the author, on the basis of drawing lessons from the experience of remuneration management of excellent banks at home and abroad, puts forward the optimization strategies of remuneration management of Jiangxi Branch of China Postal Savings Bank: improving the level of fixed remuneration; improving the performance appraisal method; enhancing the external competitiveness of remuneration; and improving non-monetary incentives. These suggestions and measures have certain theoretical value for the bank's salary management. Keywords: Post office saving bank;Salary management ； Incentive theory; Human resources硕士学位论文 IV 目 录 摘要............................................................................................................................I Abstract......................................................................................................................II 目 录..........................................................................................................................IV 1 绪论............................................................................................................................1 1.1 研究背景.............................................................................................................1 1.2 研究意义.............................................................................................................2 1.2.1 理论意义.....................................................................................................2 1.2.2 现实意义.....................................................................................................2 1.3 研究内容、方法和技术路线.............................................................................2 1.3.1 研究内容.....................................................................................................2 1.3.2 研究方法.....................................................................................................2 1.3.3 技术路线.....................................................................................................3 2 文献综述和理论基础................................................................................................4 2.1 核心概念.............................................................................................................4 2.1.1 薪酬.............................................................................................................4 2.1.2 薪酬管理.....................................................................................................4 2.2 文献回顾.............................................................................................................5 2.2.1 国外研究现状.............................................................................................5 2.2.2 国内研究现状.............................................................................................5 2.2.3 研究综述.....................................................................................................8 2.3 理论基础.............................................................................................................8 2.3.1 供求均衡工资理论.....................................................................................8 2.3.2 补偿性工资理论.........................................................................................9 2.3.3 内容激励性理论.........................................................................................9 2.3.4 过程性激励性理论...................................................................................10 3 中国邮政储蓄银行江西分行薪酬管理现状及问题分析.......................................12 3.1 中国邮政储蓄银行江西分行简介...................................................................12 3.2 中国邮政储蓄银行江西分行薪酬管理现状...................................................13 3.3 中国邮政储蓄银行江西分行薪酬管理问题分析...........................................14 3.3.1 问卷设计..................................................................................................14 3.3.2 调查结果...................................................................................................15中国邮政储蓄银行江西分行薪酬管理优化研究 V 3.3.3 问题分析..................................................................................................18 4 国内外知名银行的薪酬管理经验借鉴..................................................................20 4.1 合众银行的薪酬管理现状...............................................................................20 4.2 中国银行的薪酬管理现状...............................................................................21 4.3 启示...................................................................................................................21 5 优化中国邮政储蓄银行江西分行薪酬管理策略..................................................23 5.1 优化目标与原则..............................................................................................23 5.1.1 优化目标...................................................................................................23 5.1.2 优化原则...................................................................................................23 5.2 邮政储蓄银行江西分行薪酬管理优化策略..................................................25 5.2.1 提高固定薪酬水平...................................................................................25 5.2.2 完善绩效考核方式...................................................................................25 5.2.3 提升薪酬外部竞争力...............................................................................26 5.2.4 完善非货币性激励措施...........................................................................29 5.3 实施保障..........................................................................................................30 5.3.1 银行领导的支持保障...............................................................................30 5.3.2 优化绩效考核方法...................................................................................30 6 结论与展望..............................................................................................................32