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MBA硕士毕业论文_市中行薪酬激励机制优化研究

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文本描述
随着我国进一步提升开放程度,当前社会进入了全新的发展阶段。随着经济全球 化进程的逐步加深使得金融市场的竞争愈加激烈,银行业的竞争也不能幸免。现阶段, 发展的重心和核心都是人才,资源竞争就是人才的争夺。越来越多的银行将银行的长 期发展与人才挂钩,而薪酬激励机制正是吸引人才的关键。科学、合理、有效的薪酬 激励机制可以有效提高银行业的绩效水平。基于此,本文基于相关理论,文献分析法、 理论分析法、问卷调查法等对 P 市中行薪酬激励机制进行研究,以此提高其市场竞争 力,更好地促进其发展。尽管目前也有不少学者对商业银行薪酬激励机制进行了研究, 但是很多都是基于商业银行公开数据进行分析,即基于宏观角度的分析,而考虑到薪 酬激励的最终受益对象为员工,故本文主要从员工角度研究 P 市中行薪酬激励机制, 使用相关问卷调查数据对 P 市中行员工对薪酬激励机制满意度的情况加以了解,从而 分析其激励机制存在的问题。 具体来说,本文在薪酬激励相关理论及文献基础上,首先对国内外薪酬激励常见 的做法进行了梳理,然后设计问卷对 P 市中行薪酬激励现状、薪酬激励有效性进行研 究,最后根据研究结果,对 P 市中行基本工资、绩效工资、动态薪酬管理、福利项目 进行了创新优化,同时为确保设计好的薪酬激励机制的顺利实施,本文也提出了保障 性措施。 通过研究,本文发现目前 P 市中行的资产规模、贷款余额、净利润水平都有一定 幅度的但都遇到了瓶颈,尽管 P 市中行也重视自身的薪酬激励,但是现状分析结果表 明其现阶段的薪酬激励机制的竞争性、公平性都较差。实证分析结果也表明,P 市中 行整体的薪酬激励机制有效性较低,其中的基本工资激励、福利激励较为有效,而绩 效考核激励则无效,因此,P 市中行有必要对其现阶段的薪酬激励机制进行进一步的 改进。而在改进过程中,P 市中行需要注意在实现激励性的同时也要注意公平性、竞 争性与战略性,并且在实现可持续发展的同时也要体现核心价值观。为确保改进的顺 利进行,P 市中行也应该改善薪酬激励的实施环境,确保考核的公平性与有效性。 关键词:薪酬激励,P 市中行,实证分析,优化对策IV Research On The Optimization of Compensation Incentive Mechanism of BOC In P City Abstract With the further improvement of China's openness, the current society has entered a new stage of development. With the globalization of the enconimic, the competition in financial market becomes more and more fierce, and the competition between banks is inevitable. At present, the focus and core of development are all talents, and resource competition is the competition for talents. More and more banks link the long-term development of banks with talents, and salary incentive mechanism is the key to attract talents. Scientific, reasonable and effective salary incentive mechanism can effectively improve the performance level of the banking industry. Based on this, this paper studies the compensation incentive mechanism of BOC in P city based on relevant theories, literature analysis, theoretical analysis and questionnaire survey, so as to improve its market competitiveness and better promote its development. Although many scholars have studied the compensation incentive mechanism of commercial banks at present, many of them are based on the analysis of the public data of commercial banks, that is, based on the analysis of the macro perspective, and considering that the ultimate beneficiary of the compensation incentive is employees, this paper mainly studies the compensation incentive mechanism of BOC P Branch from the perspective of employees, and uses the relevant questionnaire survey data to analyze BOC P Branch employees Employees understand the satisfaction of salary incentive mechanism and analyze the existing problems of the incentive mechanism. Specifically, based on the relevant theories and literature of compensation incentive, this paper first combs the common practices of compensation incentive at home and abroad, then designs a questionnaire to study the current situation and effectiveness of compensation incentive of BOC P Branch, and finally, according to the research results, innovates and optimizes the basic salary, performance salary, dynamic salary management and welfare projects of BOC P Branch. At the same time, In order to ensure the successful of the optimization of the salary incentive mechanism, this paper also puts forward safeguard measures. Through the research, this paper finds that the asset scale, loan balance and net profitV level of BOC in P city all have a certain range, but they all encounter bottlenecks. Although BOC in P city also attaches importance to its own compensation incentive, the current analysis results show that the current compensation incentive mechanism is less competitive and fair. The results of empirical analysis also show that the effectiveness of the overall compensation incentive mechanism of BOC of P city is relatively low, among which the basic salary incentive and welfare incentive are more effective, while the performance appraisal incentive is ineffective, so it is necessary for BOC of P city to further improve its current compensation incentive mechanism. In the process of improvement, BOC of P city needs to pay attention to fairness, competitiveness and strategy as well as the realization of incentives, and at the same time, the realization of sustainable development should also reflect core values. In order to ensure the smooth progress of the improvement, BOC of P city should also improve the implementation environment of compensation incentive to ensure the fairness and effectiveness of the assessment. Key words: Service Salary incentive,Bank of China P Branch Empirical analysis, Optimization StrategyVI 目录 中文摘要.............................................................................................................................................................................III ABSTRACT ....................................................................................................................................................................IV 第一章 绪论.......................................................................................................................................................................1 1.1 研究背景 ...................................................................................................................................................................1 1.2 研究方法 ...................................................................................................................................................................2 1.3 研究内容及思路......................................................................................................................................................2 1.4 本文创新点 ..............................................................................................................................................................4 第二章 薪酬激励机制理论综述....................................................................................................................................5 2.1 基本概念 ...................................................................................................................................................................5 2.2 薪酬激励相关理论 ................................................................................................................................................6 2.3 国内外研究综述 .....................................................................................................................................................7 第三章 国内外商业银行薪酬激励经验借鉴...........................................................................................................11 3.1 国内外商业银行薪酬激励主要经验 ...............................................................................................................11 3.2 国内外商业银行薪酬激励经验总结 ...............................................................................................................14 第四章 P 市中行薪酬激励机制现状及调查设计...................................................................................................17 4.1 P 市中行基本情况 ................................................................................................................................................17 4.2 P 市中行薪酬激励的现状 ...................................................................................................................................21 4.3 P 市中行薪酬激励机制满意度调查分析 ........................................................................................................22 4.4 P 市中行薪酬激励机制存在的问题 .................................................................................................................31 4.5 P 市中行存在问题的原因分析 ..........................................................................................................................35 第五章 P 市中行薪酬激励机制创新的对策............................................................................................................37 5.1 创新设计思路 .......................................................................................................................................................37 5.2 创新设计关键点 ...................................................................................................................................................37 5.3 具体的创新性设计方案......................................................................................................................................39 5.4 薪酬激励机制创新实施的保障措施 ...............................................................................................................44 结论与展望........................................................................................................................................................................47 1、研究结论 .................................................................................................................................................................48 2、研究展望 .................................................................................................................................................................48