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MBA硕士毕业论文_D农村商业银行薪酬体系优化研究PDF

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I 摘要 薪酬体系的优化和完善一直都是企业改革的核心因素,对企业的长远发展存 在着至关重要的作用。伴随着中国市场化改革进程的加快,金融行业也有了较大 的发展,企业之间的人才竞争日趋激烈。薪酬体系作为人力资源管理中的关键性 部分,其优劣与否直接影响到员工的收入水平和企业的可持续发展。企业之间的 竞争说到底就是人才竞争,吸引并留住人才,避免人才流失,离不开良好的薪酬 体系。对农村商业银行来说,中国的农村商业银行相较于中国银行、邮储银行等 商业银行起步较晚,人才竞争力差,科学的薪酬体系有利于帮助农村商业银行提 升人才的吸引力,逐步建立起人才竞争优势。 本文以HD农村商业银行作为研究对象,对其薪酬体系进行了优化设计。首 先,对HD农村商业银行的基本情况和薪酬体系现状进行了研究和分析。其次, 采用调查问卷和员工访谈的方式,调查分析了HD农村商业银行员工的薪酬满意 度情况,找出了当前薪酬制度中存在的不足及其影响因素。然后,结合银行自身 的实际情况,紧紧围绕企业的发展战略设计了相应的薪酬战略,通过岗位分析设 计了各个岗位的岗位说明书,参照岗位说明书运用海氏岗位评价法对HD农村商 业银行的各个岗位都进行了岗位评价,确定了岗位价值,进而在此基础上设计了 经济性薪酬体系和非经济性薪酬体系,并为薪酬体系优化的顺利实施提出了相应 的保障措施。 关键词:HD农村商业银行;薪酬体系;优化设计 Abstract II Abstract Theoptimizationandimprovementofthecompensationsystemhasalwaysbeen thecorefactoroftheenterprisereform,whichplaysavitalroleinthelong-term developmentofenterprises.WiththeaccelerationofChina'smarket-orientedreform process,thefinancialindustryhasalsowitnessedgreatdevelopment,andthetalent competitionamongenterprisesisbecomingincreasinglyfierce.Asakeypartof humanresourcemanagement,thesalarysystemhasadirectimpactontheincome levelofemployeesandthesustainabledevelopmentofenterprises.Inconclusion, competitionbetweencompaniesisatalentcontest.Inordertoattractandretaintalent andavoidbraindrain,agoodsalarysystemisessential.Fortheruralcommercial banks,comparedwiththeBankofChina,PostalSavingsBankandothercommercial banks,China'sruralcommercialbanksstartedrelativelylate,lackoftalent competitiveness.Scientificcompensationsystemhelpsruralcommercialbanksto enhancetheattractionoftalentsandgraduallyestablishacompetitiveadvantagefor talents. ThisthesistakesHDRuralCommercialBankastheresearchobjectand optimizesitscompensationsystem.Firstofall,thebasicsituationofHDrural commercialbankandthecurrentsituationofthecompensationsystemarestudiedand analyzed.Secondly,bymeansofquestionnaireandemployeeinterview,thisthesis investigatedandanalyzedthesalarysatisfactionofHDruralcommercialbank employees,andfoundoutthedeficienciesinthecurrentsalarysystemandits influencingfactors.Then,thisthesisdesignsthecorrespondingcompensationstrategy closelyaroundthedevelopmentstrategyoftheenterprisebinedwiththeactual situationofthebankitself,thejobdescriptionofeachpositionisdesignedthrough jobanalysis.Withreferencetothejobdescription,thisthesisusesHay'sjob evaluationmethodtoevaluateallpostsinHDRuralCommercialBankand determinesthevalueoftheposts.Onthisbasis,theauthordesignstheeconomic compensationsystemandthenon-economiccompensationsystem,andputsforward thecorrespondingguaranteemeasuresforthesmoothimplementationofthe compensationsystemoptimization. Keywords:HDruralcommercialbank;compensationsystem;optimizationdesign 目录 III 目录 摘要.............................................................................................................................I Abstract..........................................................................................................................II 第1章绪论..................................................................................................................1 1.1研究背景..........................................................................................................1 1.2研究意义与目的..............................................................................................1 1.2.1研究意义................................................................................................1 1.2.2研究目的................................................................................................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........................................................................................5 1.3.3国内外研究评述....................................................................................7 1.4研究内容与方法..............................................................................................7 1.4.1研究内容................................................................................................7 1.4.2研究方法................................................................................................9 1.5研究创新点......................................................................................................9 第2章相关理论基础................................................................................................10 2.1薪酬体系的概念............................................................................................10 2.2薪酬体系设计理论........................................................................................11 2.2.1全面薪酬理论......................................................................................11 2.2.2宽带薪酬理论......................................................................................14 2.2.3双因素理论..........................................................................................15 2.2.4强化理论..............................................................................................15 2.2.5工资差别理论......................................................................................16 第3章HD农村商业银行薪酬体系现状分析.........................................................17 3.1HD农村商业银行简介.................................................................................17 3.1.1HD农村商业银行概述.......................................................................17 3.1.2HD农村商业银行组织结构与人力资源情况...................................17 3.2HD农村商业银行薪酬体系现状.................................................................20 第4章HD农村商业银行薪酬体系存在的不足及其影响因素.............................22 4.1HD农村商业银行薪酬体系问卷调查.........................................................22 目录 IV 4.1.1调查目的..............................................................................................22 4.1.2问卷设计..............................................................................................22 4.1.3调查对象、方法及结果......................................................................22 4.2HD农村商业银行薪酬体系存在的不足.....................................................23 4.2.1薪酬战略不明确..................................................................................23 4.2.2内部公平性不足..................................................................................24 4.2.3对比其他商行薪酬差距较大..............................................................25 4.2.4薪酬与绩效表现关联度差..................................................................26 4.2.5薪酬内在激励手段匮乏......................................................................28 4.3HD农村商业银行薪酬体系不足产生的原因分析.....................................28 4.3.1薪酬体系设计缺乏科学理念支撑......................................................28 4.3.2薪酬体系缺少非经济薪酬因素..........................................................29 4.3.3薪酬分配程序不公平..........................................................................29 4.3.4薪酬与绩效的关联性差......................................................................30 第5章HD农村商业银行薪酬体系优化设计.........................................................31 5.1HD农村商业银行薪酬体系优化设计的目标及原则.................................31