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  本文選題：W銀行A支行　切入點(diǎn)：薪酬體系　出處：《廣東財(cái)經(jīng)大學(xué)》2017年碩士論文

【摘要】：在全球經(jīng)濟(jì)一體化之下,國內(nèi)金融業(yè)競爭日益加劇,金融企業(yè)之間的競爭歸根結(jié)底在于人才的競爭,擁有高素質(zhì)人才隊(duì)伍的一方將比人才缺乏的一方更快占領(lǐng)市場,并迅速開拓市場。如何吸引和留住一支高素質(zhì)的人才隊(duì)伍便成為所有領(lǐng)域企業(yè)的重點(diǎn)工作。薪酬是員工到一家企業(yè)任職所付出辛勞的直接衡量標(biāo)尺,良好的薪酬機(jī)制能吸引和留住高素質(zhì)人才,提高企業(yè)運(yùn)營效率和降低企業(yè)運(yùn)營成本,可謂雙豐收。W銀行A支行作為金融業(yè)眾多支行的一個,在激烈的市場競爭環(huán)境下,若要避免人才流失,就必須緊抓推進(jìn)薪酬管理制度的優(yōu)化變革,優(yōu)化完善的薪酬管理體系,以適應(yīng)激烈金融業(yè)競爭的需要。本文在選題背景及相關(guān)文獻(xiàn)綜述基礎(chǔ)上,重點(diǎn)分析了W銀行A支行薪酬體系現(xiàn)狀,包括W銀行A支行基本情況、組織結(jié)構(gòu)、人力資源狀況,以及W銀行A支行當(dāng)前所實(shí)施的薪酬模式和薪酬結(jié)構(gòu),并以問卷調(diào)查的方式,對W銀行A支行的薪酬現(xiàn)狀進(jìn)行調(diào)查,最終歸納出W銀行A支行薪酬存在問題的原因�；趩柧碚{(diào)查分析結(jié)果,為了改變W銀行A支行當(dāng)前薪酬實(shí)施現(xiàn)狀,提高W銀行A支行人才凝聚力和核心競爭力,對W銀行A支行薪酬體系進(jìn)行優(yōu)化。優(yōu)化內(nèi)容包括W銀行A支行薪酬體系方案設(shè)計(jì)目標(biāo)、薪酬體系策略制定、W銀行A支行分析與崗位優(yōu)化、崗位價值評估、薪酬水平的確定、薪酬體系結(jié)構(gòu)設(shè)計(jì)、薪酬體系中的員工福利和津貼計(jì)劃。為保障優(yōu)化后的薪酬體系能夠在W銀行A支行中順利實(shí)施,達(dá)到薪酬體系優(yōu)化的預(yù)期目標(biāo),本論文從人本觀念、績效考核、薪酬管理的組織和制度、員工、企業(yè)文化方面進(jìn)行分析,對W銀行A支行薪酬體系實(shí)施保障對策。
[Abstract]:Under the globalization of the global economy, the competition in the domestic financial industry is increasingly intensified. The competition among financial enterprises lies in the competition of talents. The party with high-quality talents will occupy the market faster than the one who lacks the talents.And quickly open up the market.How to attract and retain a high-quality talent team will become the focus of all areas of business.Compensation is a direct measure of the hard work paid by employees to an enterprise. A good salary mechanism can attract and retain high-quality talents, improve the efficiency of the enterprise operation and reduce the operating cost of the enterprise.As one of the many branches of the financial industry, in the fierce market competition, if we want to avoid the brain drain, we must pay close attention to the optimization and reform of the salary management system and optimize the perfect salary management system.In order to adapt to the fierce financial industry competition needs.Based on the background of the selected topic and the related literature review, this paper focuses on the analysis of the current situation of compensation system of branch A of W Bank, including the basic situation of branch A of W Bank, the organizational structure, the situation of human resources.And the compensation model and structure of the current implementation of the W Bank A Branch, and by a questionnaire survey of the pay situation of W Bank A Branch A, finally summed up the reasons for the pay problems in the W Bank A Branch.Based on the results of questionnaire survey, in order to change the current status of salary implementation in branch A of W Bank, and to improve the cohesion of talents and core competitiveness of Branch A of W Bank, the compensation system of Branch A of Bank W is optimized.The content of optimization includes the design target of compensation system of W Bank A Branch, the formulation of compensation system strategy, the analysis and post optimization of branch A of W Bank, the evaluation of position value, the determination of salary level, the structure design of compensation system,Employee benefits and allowances in the pay system.In order to ensure that the optimized compensation system can be carried out smoothly in branch A of W Bank, and achieve the expected goal of optimizing the compensation system, this paper focuses on the concept of humanism, performance appraisal, organization and system of compensation management, staff, etc.The enterprise culture aspect carries on the analysis, carries on the safeguard countermeasure to the W bank A branch salary system.
【學(xué)位授予單位】：廣東財(cái)經(jīng)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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