本文關(guān)鍵詞：M銀行山東省分行員工激勵(lì)體系優(yōu)化研究　出處：《山東大學(xué)》2012年碩士論文　論文類型：學(xué)位論文

  更多相關(guān)文章： 激勵(lì)體系 薪酬管理體系 員工培訓(xùn) 商業(yè)銀行 工作生活質(zhì)量管理

【摘要】：知識(shí)經(jīng)濟(jì)時(shí)代,作為知識(shí)載體的人力資源,已成為影響企業(yè)生存和發(fā)展的關(guān)鍵因素。面對(duì)日趨激烈的市場(chǎng)競(jìng)爭(zhēng),以及不斷變化的市場(chǎng),人才爭(zhēng)奪已經(jīng)成為-場(chǎng)沒(méi)有硝煙的戰(zhàn)爭(zhēng)。而對(duì)于人才的競(jìng)爭(zhēng),本質(zhì)上還是企業(yè)之間人才激勵(lì)的競(jìng)爭(zhēng)。員工的激勵(lì)體系建設(shè)是現(xiàn)代企業(yè)開(kāi)展人力資源管理的重要內(nèi)容之一,作為一種管理的方式,如何充分調(diào)動(dòng)員工的積極性,激勵(lì)員工努力工作并完成高質(zhì)量的工作正是其要處理的關(guān)鍵問(wèn)題。 在我國(guó)加入WTO、金融全球化的形勢(shì)下,銀監(jiān)會(huì)于2009年放寬中小商業(yè)銀行分支機(jī)構(gòu)的市場(chǎng)準(zhǔn)入政策,很多城市商業(yè)銀行開(kāi)始迅猛擴(kuò)張,銀行業(yè)的同質(zhì)化競(jìng)爭(zhēng)愈演愈烈。在這樣內(nèi)外夾擊的金融環(huán)境下,國(guó)有商業(yè)銀行的經(jīng)營(yíng)發(fā)展面臨著嚴(yán)峻的挑戰(zhàn),如何構(gòu)建良好的激勵(lì)體系將是決定國(guó)有商業(yè)銀行競(jìng)爭(zhēng)成敗的關(guān)鍵因素。 本文以M銀行山東省分行為研究對(duì)象,運(yùn)用相關(guān)的激勵(lì)理論對(duì)員工激勵(lì)進(jìn)行了研究,首先通過(guò)調(diào)查問(wèn)卷發(fā)現(xiàn)M銀行山東省分行的激勵(lì)體系主要存在著四個(gè)方面的問(wèn)題：?jiǎn)T工培訓(xùn)力度不夠、薪酬福利難盡人意、員工工作壓力過(guò)大和職業(yè)規(guī)劃有待加強(qiáng)。針對(duì)該行員工激勵(lì)現(xiàn)狀,筆者提出了優(yōu)化激勵(lì)體系的建議(包括培訓(xùn)制度、薪酬管理體系、工作生活質(zhì)量管理以及職業(yè)生涯管理四個(gè)方面),藉此以幫助M銀行山東省分行實(shí)施科學(xué)合理有效的員工激勵(lì)。相信本文的研究會(huì)對(duì)M銀行山東省分行的員工激勵(lì)體系的完善有一定的借鑒意義,同時(shí)也能為其他同類企業(yè),特別是國(guó)有商業(yè)銀行的經(jīng)營(yíng)發(fā)展提供一些可鑒之處。
[Abstract]:The era of knowledge economy, human resources as the carrier of knowledge, has become the key factors affecting the survival and development of enterprises. Facing the increasingly fierce market competition and changing market, the war for talent has become a field without smoke. And for the talent competition, talent incentive competition between the quality or construction enterprises. The employee incentive system is one of the important contents in the modern enterprise human resources management, as a management mode, how to fully mobilize the enthusiasm of the staff, motivate employees to work hard and complete the high quality of the work is to deal with the key problems.
In China's accession to the WTO, financial globalization, China Banking Regulatory Commission on 2009 to relax the branches of small and medium sized commercial banks market access policy, many city commercial banks began rapid expansion, the homogenization of competition in the banking sector intensified. In the financial environment inside and outside attack, the management of the state-owned commercial bank development faces severe challenges. How to build a good incentive system is the key factor to determine the success or failure of the state-owned commercial bank competition.
In this paper, the M bank Shandong branch as the research object, using relevant incentive theory to study motivation, first through the survey found that the Shandong branch of M bank's incentive system mainly exists in four aspects: staff training is not enough, the salary welfare nanjinrenyi, employees work pressure and occupation planning needs to be strengthened. For the line staff incentive situation, the author puts forward the optimization suggestion incentive system (including training system, salary management system, the quality of work and life management and occupation career management in four aspects), to help M Bank branch in Shandong province to implement the reasonable and effective staff motivation. I believe there is some significance to perfect the Shandong branch of M bank staff incentive system this study will, but also for other similar enterprises, especially state-owned commercial bank business development. For some point of view.

【學(xué)位授予單位】：山東大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2012
【分類號(hào)】：F272.92;F832.3

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