【摘要】：薪酬是黑龍江農(nóng)行業(yè)務(wù)經(jīng)營(yíng)和資源分配的指揮棒，是黑龍江農(nóng)行事業(yè)發(fā)展的指南針，，薪酬政策的科學(xué)性如何決定著黑龍江農(nóng)行業(yè)務(wù)經(jīng)營(yíng)是否沿著健康的軌道發(fā)展。 從1982年起，黑龍江農(nóng)行就開始著手薪酬制度的改革，但一直處于探索之中，始終沒(méi)有從根本上解決職工薪酬與貢獻(xiàn)的脫節(jié)，至今還深受行員等級(jí)工資制度的影響，并且在改革探索中又產(chǎn)生了新的不合理、不科學(xué)的局部薪酬分配政策。 在這樣的背景下，借鑒國(guó)外先進(jìn)的薪酬管理理論和方法、參考國(guó)內(nèi)股份制銀行的薪酬管理制度，制定符合本行實(shí)際的薪酬管理政策勢(shì)在必行。 本文通過(guò)對(duì)黑龍江農(nóng)行薪酬管理中存在的問(wèn)題分析，提出了建立崗位工資制度的觀點(diǎn)，擬通過(guò)崗位工資制度解決職工薪酬與貢獻(xiàn)脫節(jié)的問(wèn)題，切實(shí)增強(qiáng)黑龍江農(nóng)行薪酬制度對(duì)員工的激勵(lì)程度，激活黑龍江省農(nóng)行一盤棋，為實(shí)現(xiàn)黑龍江省農(nóng)行與一萬(wàn)八千員工的共同成長(zhǎng)建立機(jī)制平臺(tái)。
[Abstract]:Salary is the baton of Heilongjiang Agricultural Bank's business management and resource allocation. It is also the compass of Heilongjiang Agricultural Bank's business development. The scientific nature of salary policy determines whether Heilongjiang Agricultural Bank's business management develops along a healthy track or not. Since 1982, Heilongjiang Agricultural Bank has begun to reform the salary system, but it has been in the process of exploration, and has never fundamentally resolved the disconnect between the salary and contribution of the workers, and is still deeply influenced by the rank salary system of the staff. And in the reform exploration has produced the new unreasonable, unscientific partial salary distribution policy. Under this background, it is imperative to draw on the advanced compensation management theories and methods of foreign countries, refer to the salary management system of domestic joint-stock banks, and formulate the compensation management policy which accords with the actual situation of our bank. Based on the analysis of the problems existing in the salary management of Heilongjiang Agricultural Bank, this paper puts forward the viewpoint of establishing the post salary system, and intends to solve the problem of the disconnection between the salary and the contribution of the staff and workers through the post salary system. In order to realize the common growth of Heilongjiang Agricultural Bank and 18000 employees, we should strengthen the incentive degree of the salary system of Heilongjiang Agricultural Bank, activate a game of chess of Heilongjiang Agricultural Bank, and establish a mechanism platform for realizing the common growth of Heilongjiang Agricultural Bank and 18000 employees.
【學(xué)位授予單位】：哈爾濱工業(yè)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F832.33;F272.92

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