發(fā)布時(shí)間：2018-01-03 02:03

  本文關(guān)鍵詞：B商業(yè)銀行崗位薪酬制度優(yōu)化研究　出處：《內(nèi)蒙古大學(xué)》2013年碩士論文　論文類型：學(xué)位論文

  更多相關(guān)文章： 商業(yè)銀行 崗位薪酬 優(yōu)化

【摘要】：貨幣作為現(xiàn)代經(jīng)濟(jì)生活中不可或缺的傳播媒介和經(jīng)濟(jì)命脈,是一種不可替代的重要經(jīng)濟(jì)資源。而銀行能將實(shí)現(xiàn)這種經(jīng)濟(jì)資源的整合和社會(huì)財(cái)富的積累。從國際關(guān)系交往來看,無論是在國際政治、經(jīng)濟(jì)和文化交流中,還是在國際貿(mào)易或是國際間經(jīng)濟(jì)技術(shù)合作之間,銀行都承擔(dān)著國際交流的橋梁；從國家調(diào)控手段來看,銀行對于調(diào)控、管理和監(jiān)督國民經(jīng)濟(jì)發(fā)展發(fā)揮著重要的杠桿作用,它已經(jīng)成為溝通社會(huì)各行業(yè),聯(lián)系民眾的重要紐帶。 銀行之間的競爭本身包含了資本密集、科技密集和知識密集等諸多要素于一體的綜合競爭,并由這諸多要素支持和實(shí)現(xiàn)銀行的發(fā)展。對每一個(gè)要素進(jìn)行策略性的關(guān)注并維持其運(yùn)行優(yōu)良,可以有效形成銀行的競爭優(yōu)勢并產(chǎn)生相應(yīng)的業(yè)務(wù)價(jià)值。隨著中國金融行業(yè)的全面開放,中國的銀行業(yè)面臨著跨國金融集團(tuán)逐步入境的“狼群效應(yīng)”和國內(nèi)商業(yè)銀行群雄并起的局面。銀行之間的競爭已由物理網(wǎng)點(diǎn)的擴(kuò)張競爭演變?yōu)榧ち业娜瞬艩帄Z。如果銀行在競爭中忽略了人才這個(gè)核心資源的競爭,那么所謂的核心技術(shù),創(chuàng)新產(chǎn)品、業(yè)務(wù)發(fā)展模式再成熟,再完善也都不可能實(shí)現(xiàn)跨越式的發(fā)展。由于外資銀行在人力資源管理方面具有相對成熟的機(jī)制,特別是在薪酬激勵(lì)方面都建立了一套相對科學(xué)、公平的激勵(lì)體系,這都將成為其在中國市場進(jìn)行人力資源競爭的突出優(yōu)勢�？梢�,人才對于競爭日益白熱化的中國銀行業(yè)來說起著至關(guān)重要的作用,尤其是稀缺的中高管人員和創(chuàng)新人才類等高端人才更決定著銀行競爭的成敗�！皟�(nèi)憂外患”的競爭格局將促使國內(nèi)各類銀行之間的人才爭奪日益緊張和激烈,這就要求國內(nèi)銀行業(yè),特別是中小股份制商業(yè)銀行迅速改變?nèi)肆Y源管理模式,制定一套對外既有競爭性,對內(nèi)又有激勵(lì)性的薪酬體系來吸引和固化人才�；诖硕a(chǎn)生的薪酬結(jié)構(gòu)的重構(gòu)、激勵(lì)形式的延伸等內(nèi)容都將成為中小商業(yè)銀行薪酬改革的重中之重。 本文從我國近年來商業(yè)銀行所處的國際國內(nèi)金融環(huán)境出發(fā),以B商業(yè)銀行為研究對象,以實(shí)證的分析方法,通過重點(diǎn)分析B商業(yè)銀行崗位薪酬現(xiàn)狀,運(yùn)用讀MBA期間所學(xué)的相關(guān)專業(yè)理論,通過優(yōu)化B商業(yè)銀行的薪酬結(jié)構(gòu),為B商業(yè)銀行跨入現(xiàn)代化、國際化好銀行,實(shí)現(xiàn)又好又快發(fā)展保駕護(hù)航。
[Abstract]:As the currency in the modern economic life indispensable media and economic lifeline, is an important economic resource that can not be replaced. The bank will realize the economic integration of resources and the accumulation of social wealth. Communication from the international relations, both in the international political, economic and cultural exchanges, or in international trade or between the international economic and technical cooperation, the bank will take the bridge of international communication; from the national regulation, the bank for the regulation, management and supervision of the development of the national economy plays an important leverage, it has become the social communication industry, an important link between the people.
The competition between banks themselves include capital intensive, technology intensive and knowledge intensive competition and many other elements in one, and by the many factors to support and realize the development of the bank. For each element of the strategy for the attention and maintain its excellent operation, can effectively form the bank's competitive advantage and generate the corresponding business value. With the full liberalization of the financial industry China, Chinese of the banking industry is facing the multinational financial conglomerates gradually entry "wolves" effect and the domestic commercial banks and warlords situation. The competition between banks is the expansion of the physical network competition is fierce competition for talents. If the banks ignore the core competition of talent resources in the competition, so the core technology, innovative products, business development mode and mature, perfect are impossible to achieve leapfrog development. Due to foreign investment The bank has a relatively mature mechanism in human resources management, especially in the aspects of salary incentive have established a set of relatively scientific, equity incentive system, which will become the prominent advantages of human resources competition in the market. Chinese visible talent plays a vital role in the increasingly intense competition Chinese bank industry, especially in the scarcity of senior executives and innovative talents such as high-end talent determines the success or failure of bank competition. The competition will promote domestic trouble and foreign invasion "between all kinds of domestic banks to compete for talent increasingly tense and intense, which requires the domestic banking industry, especially the rapid change of human resource management model of small and medium-sized joint-stock commercial a foreign bank, making both competitive and incentive salary system to attract talent and curing on the inside. The salary structure is generated based on the weight The construction, the extension of the incentive form and so on will all become the most important part of the compensation reform of the small and medium commercial banks.
This article from the Commercial Bank of our country in recent years, domestic and international financial environment, the Commercial Bank of B as the research object, using the empirical analysis method, through the detailed analysis of B Commercial Bank salary situation, the relevant theoretical knowledge read during MBA, by optimizing the salary system in B commercial bank, B in the modern commercial bank, international bank, to achieve sound and rapid development.

【學(xué)位授予單位】：內(nèi)蒙古大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F832.33;F272.92

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相關(guān)期刊論文 前2條

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本文編號：1371883