学校代码
密级
中图分类号
UDC
硕士学位论文
MASTER DISSERTATION
论文题目A 国有商业银行J 分行网点员工薪酬优化研究
（中文） ——基于总体报酬视角
Optimization of employee compensation in J
论文题目
branch of A state-owned commercial bank
（英文）——Based on the perspective of Total Rewards
作 者 唐燕平 导 师刘爱军
申请学位 专业学位硕士 学院名称江西财经大学
学科专业 工商管理 研究方向 人力资源
二〇二二年 五 月
独 创 性 声 明
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工作的同志对本研究所做的任何贡献均已在论文中作了明确的说明并
表示了谢意。
签名： 日期：2022 年 5 月
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签名： 导师签名： 日期：2022 年 5 月
A 国有商业银行J 分行网点员工薪酬优化研究——基于总体报酬视角
摘 要
由于当前利率市场化步伐急剧推进，以及市场多元化的影响与刺激，国有商业银行
面临着前所未有的竞争和挑战，而人才竞争成为各商业银行市场竞争力的关键要素。营
业网点作为银行服务客户的重要载体，其经营效率及竞争能力直接决定了银行的经营效
益和长远发展，而网点员工作为银行网点的中坚力量，服务于一线，是各条线制度与业
务发展的执行者，仍处于银行组织架构体系末端，缺少话语权，加上工作压力大、任务
繁重、薪酬制度不合理等因素导致网点员工普遍工作积极性低、工作效率低以及优秀人
才大量流失。其中，薪酬制度的不合理成为国有商业银行缺乏人才竞争力的主要原因。
如何通过薪酬制度优化吸引优秀人才、激发网点员工的积极性与创新性是目前国有商业
银行急需解决的问题。
目前国有商业银行薪酬制度因其企业体制特殊性而受到较大程度的制约，因此本文
将通过对国有商业银行薪酬体系现状的研究，发现其中的不足，基于总体报酬视角对其
薪酬体系进行优化研究，以提高基层员工满意度、稳固基层人员体系。论文内容拟以国
有商业银行A 银行 J 分行为研究对象，并通过文献研究法、比较分析法、问卷法等对其
报酬管理体系开展了深入研究与剖析，以提炼基层人员的真实需求，并剖析网点报酬管
理体系的问题，从而基于企业总体薪酬视角给出了具体的优化对策。
本文将引入双因素理论、总体报酬模型理论等作为研究A 银行 J 分行网点薪酬优化
的理论基础。根据公开市场的审计报告数据，采用比较分析法可以对比并发现 A 银行和
其他同业之间在薪酬制度上的巨大差异。同时采用问卷调查法、深度访谈法进而真实表
现出基层员工对现有薪酬体系改革的迫切需求。基于总体报酬视角确定网点薪酬体系从
薪酬、福利、认可、发展、幸福等方面对A 银行 J 分行网点薪酬体系提出具体的优化方
案，在薪酬模式上实施有效创新，改进创新思路，丰富薪酬激励模式，从而达到有效激
励。本次薪酬体制优化也为中国其他国有商业银行在薪酬体制上的优化、建立提供了参
考，同时也为我国国有商业银行的长效稳健发展提供了数据参考。
关键词：国有商业银行；网点员工；薪酬；总体报酬；优化
IAbstract
Abstract
With the rapid pace of interest rate marketization and the impact and stimulation of
market diversification, state-owned banks are facing unprecedented competition and
challenges, and talent competition has become the key element of the market competitiveness
of commercial banks. As an important carrier for banks to serve customers, the operating
efficiency and competitiveness of business outlets directly determine the operating efficiency
and long-term development of banks. As the backbone of bank outlets, network employees
serve the front line and are the executors of systems and business development of all lines.
They are still at the end of the bank;s organizational structure system, lack of voice, and have
heavy work pressure and heavy tasks Unreasonable salary system and other factors lead to
low enthusiasm, low work efficiency and a large loss of excellent talents. Among them, the
unreasonable salary system has become the main reason for the lack of talent competitiveness
of state-owned banks. How to attract excellent talents and stimulate the enthusiasm and
innovation of network employees through the optimization of salary system is an urgent
problem to be solved by state-owned commercial banks.
At present, the salary system of state-owned banks is restricted to a great extent due to
the particularity of its enterprise system. Therefore, this thesis will find the shortcomings
through the research on the current situation of the salary system of state-owned banks, and
optimize its salary system from the perspective of total rewards, so as to improve the
satisfaction of basic employees and stabilize the grass-roots personnel system. This thesis will
take J branch of A bank, a state-owned bank, as the research object, investigate and analyze
its salary system through literature research, comparative analysis and questionnaire survey,
refine the demands of grass-roots employees of J branch of A bank, analyze the problems of
network salary management, and then put forward specific optimization strategies from the
perspective of total rewards.
This thesis will introduce two factor theory and total rewards model theory as the
theoretical basis for studying the rewards optimization of J branch of A bank. According to
the open market audit report data, through comparative analysis, it is found that there is a gap
in the salary system between bank a and other peers. At the same time, through questionnaire
survey and in-depth interview, it truly shows the urgent needs of grass-roots employees for
the reform of the existing salary system. Based on the perspective of total rewards, this thesis
determines the network rewards system, and puts forward specific optimization schemes for
II A 国有商业银行J 分行网点员工薪酬优化研究——基于总体报酬视角
the network rewards system of J branch of A bank from the aspects of rewards, welfare,
performance management, effective balance between work and life, recognition and talent
development, so as to implement effective innovation in the rewards mode, improve
innovative ideas and enrich the rewards incentive mode, so as to achieve effective incentive.
The optimization of the salary system provides a reference for other state-owned banks in the
optimization and formulation of the salary system, and also provides a data reference for the
long-term and steady development of China;s state-owned banks.
Key Words: State-owned banks; Basic Business Outlet; Rewards; Total Rewards;
Optimization
III