本文關(guān)鍵詞： 商業(yè)銀行 吉林銀行長春亞泰大街支行 激勵機(jī)制 優(yōu)化策略　出處：《吉林大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

【摘要】：在商業(yè)銀行的人力資源管理中,科學(xué)合理的激勵機(jī)制是非常重要的,直接關(guān)系到商業(yè)銀行的管理水平和層次,也關(guān)系到企業(yè)未來的生存和發(fā)展,因此,從這個意義講,完善的激勵機(jī)制可以良好的激勵員工的工作積極性,反之亦然。激勵是指激發(fā)員工的工作動機(jī),也就是說用各種有效的方法去調(diào)動員工工作中的積極性和創(chuàng)造性,使員工努力去完成組織的任務(wù),實現(xiàn)組織的目標(biāo)。激勵機(jī)制的合理與否,直接關(guān)系商業(yè)銀行員工隊伍的穩(wěn)定性,影響人力資源的投入產(chǎn)出效果,決定商業(yè)銀行核心競爭能力的形成與保持,進(jìn)而深層次地影響企業(yè)的生存與發(fā)展。激勵的尺度對于人力資源管理來講很重要,有效的激勵還必須以評價體系為保證,公正的績效評價是達(dá)到激勵員工的最好效果。商業(yè)銀行為了應(yīng)對激烈的市場競爭,提高員工的工作積極性,需要實施戰(zhàn)略性高的激勵機(jī)制。本文以激勵理論為基礎(chǔ),以吉林銀行長春亞泰大街支行薪酬激勵機(jī)制為例,分析了該支行在激勵機(jī)制方面存在的主要問題,以及造成目前這些問題的原因。另外,本文從戰(zhàn)略目標(biāo)和企業(yè)文化建設(shè)的角度進(jìn)一步論述了該支行薪酬激勵機(jī)制的構(gòu)建及優(yōu)化措施,從崗位等級、績效考評、內(nèi)部優(yōu)化等方面進(jìn)行了激勵機(jī)制的優(yōu)化策略闡述。本文分為六部分。第一部分是緒論,主要內(nèi)容是本文的研究背景及目的意義;第二部分是相關(guān)理論的闡述和國內(nèi)外文獻(xiàn)綜述。第三部分的主要內(nèi)容是吉林銀行長春亞泰大街支行目前薪酬激勵機(jī)制的現(xiàn)狀和存在的問題,從整體角度出發(fā)闡述了目前該支行薪酬激勵機(jī)制的不足之處,并進(jìn)一步闡述了該支行薪酬激勵機(jī)制失效的原因,如管理理念的陳舊,尤其是對激勵機(jī)制認(rèn)識的不足、績效考核的不科學(xué)及崗位等級的不健全等。第四、五部分的主要內(nèi)容是該支行在激勵機(jī)制優(yōu)化方面的主要措施,主要是采取了寬帶薪酬激勵管理模式來優(yōu)化,而且在十分注重長期激勵的同時,逐步優(yōu)化激勵機(jī)制的內(nèi)外環(huán)境。最后一部分是結(jié)束語,對全文進(jìn)行概括性的總結(jié)和闡述。
[Abstract]:In the human resource management of commercial banks, scientific and reasonable incentive mechanism is very important. It is directly related to the management level and level of commercial banks, and also to the survival and development of enterprises in the future. Therefore, in this sense, A perfect incentive mechanism can encourage the work enthusiasm of the employees, and vice versa. Motivation is to stimulate the motivation of the employees, that is to say, to mobilize the enthusiasm and creativity of the employees in the work with all kinds of effective methods. To make the staff work hard to complete the task of the organization, to achieve the goals of the organization, and whether the incentive mechanism is reasonable or not is directly related to the stability of the workforce of commercial banks, and affects the input-output effect of human resources. It determines the formation and maintenance of the core competitive power of commercial banks, and then deeply affects the survival and development of enterprises. The scale of incentive is very important for human resource management, and the effective incentive must be guaranteed by the evaluation system. Fair performance evaluation is the best effect to motivate employees. In order to cope with the fierce market competition and improve the work enthusiasm of employees, commercial banks need to implement a strategic and high incentive mechanism. Taking the compensation incentive mechanism of Changchun Yatai Street Branch of Jilin Bank as an example, this paper analyzes the main problems existing in the incentive mechanism of the branch and the causes of these problems. From the angle of strategic goal and enterprise culture construction, this paper further discusses the construction and optimization measures of the compensation incentive mechanism of the branch bank. This article is divided into six parts. The first part is the introduction, the main content is the research background and the purpose significance of this paper; The third part is the main content of Jilin Bank Changchun Yatai Street Branch of the current pay incentive mechanism and existing problems. From the whole angle, this paper expounds the shortcomings of the current compensation incentive mechanism of the branch, and further expounds the reasons for the failure of the compensation incentive mechanism of the branch, such as the obsolete management concept, especially the lack of understanding of the incentive mechanism. In 4th, the main contents of the five parts are the main measures to optimize the incentive mechanism of the branch, which mainly adopt the broadband salary incentive management mode to optimize, At the same time, we should gradually optimize the internal and external environment of the incentive mechanism. The last part is the conclusion, summarizing and expounding the whole text.
【學(xué)位授予單位】：吉林大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92;F832.33

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本文編號：1519566