本文選題：銀行 + 薪酬方案優(yōu)化��； 參考：《吉林大學(xué)》2017年碩士論文

【摘要】：市場經(jīng)濟(jì)快速發(fā)展的過程中帶來了更多的就業(yè)機(jī)會,而這同樣推動著不同地區(qū)、國家進(jìn)行交流,人員的流動速度提升,導(dǎo)致行業(yè)的人才流失已經(jīng)成為一種較為普遍的現(xiàn)象。金融業(yè)尤其是銀行業(yè),由于其行業(yè)特點(diǎn)及人員構(gòu)成的特殊性,人才流失現(xiàn)象顯得更為突出,骨干流失問題尤為嚴(yán)重,而這其中,勞務(wù)派遣制柜員的流失往往會對銀行業(yè)務(wù)的穩(wěn)定發(fā)展帶來致命打擊。銀行業(yè)若要生存與發(fā)展,除了要有準(zhǔn)確的客戶群體定位、獨(dú)特的金融產(chǎn)品差異化競爭優(yōu)勢,同時,高效、有序、一流的柜面服務(wù)也是十分必要的。若要更好的完成此項工作,離不開前臺柜面服務(wù)人員,即柜員。近年來,銀行業(yè)也在逐漸地向自主企業(yè)轉(zhuǎn)變,銀行業(yè)獲得了真正的經(jīng)營自主權(quán)。而在經(jīng)營方式轉(zhuǎn)變的同時,如何在增加企業(yè)利潤的同時,妥善處理好和員工之間的關(guān)系,為企業(yè)留住人才業(yè)變得尤為重要,也是現(xiàn)階段商業(yè)銀行面臨的主要困擾。本文通過對興業(yè)銀行長春分行勞務(wù)派遣制柜員進(jìn)行了抽樣調(diào)查與走訪,發(fā)現(xiàn)雖然分行針對勞務(wù)派遣制柜員制定了一套薪酬方案,然而其中有部分問題存在。首先,關(guān)于固定薪酬方面的設(shè)計沒有以合理的崗位評價作為標(biāo)準(zhǔn),導(dǎo)致固定薪酬的水平偏低。第二,薪酬等級范圍過窄,導(dǎo)致薪酬浮動空間小,失去了薪酬的激勵作用。第三,薪酬結(jié)構(gòu)失衡,績效考核標(biāo)準(zhǔn)不合理,對于勞務(wù)派遣制柜員這一崗位過于強(qiáng)調(diào)績效考核,導(dǎo)致員工無法很好的完成本職工作,這一系列問題都會影響到薪酬方案的可行性,大大降低勞務(wù)派遣制柜員的薪酬滿意度。薪酬水平的高低直接決定了企業(yè)對于人才是否具有競爭力,若薪酬方案的可實(shí)施性較高,那么其能夠?yàn)槠髽I(yè)吸納更多優(yōu)秀的人才。所以,為了改進(jìn)興業(yè)銀行長春分行勞務(wù)派遣制柜員的薪酬方案,提升分行勞務(wù)派遣制柜員的薪酬激勵效果,從而提高勞務(wù)派遣制柜員的工作積極性,促進(jìn)長春分行的業(yè)務(wù)發(fā)展,本文針對興業(yè)銀行長春分行勞務(wù)派遣制柜員的薪酬方案進(jìn)行優(yōu)化。本文通過科學(xué)深入地分析其產(chǎn)生原因,運(yùn)用文獻(xiàn)研究法和調(diào)查研究法,以知識資本理論、激勵理論和公平理論作為理論基礎(chǔ),通過問卷調(diào)查法,對上述問題的成因進(jìn)行分析,從三個方面對分行勞務(wù)派遣制柜員現(xiàn)有的薪酬方案進(jìn)行優(yōu)化設(shè)計。從固定薪酬和浮動薪酬以及福利津貼方面進(jìn)行了改進(jìn),在原有的薪酬方案基礎(chǔ)上對職位評估等級表進(jìn)行優(yōu)化設(shè)計,設(shè)定明確的崗位職級評價標(biāo)準(zhǔn),同時在員工的浮動薪酬方案的優(yōu)化設(shè)計上引入了360度績效考評與平衡積分卡相結(jié)合的考核制度,完善薪酬激勵的監(jiān)督考核制度,并提出了相應(yīng)的制度和資金保障措施。通過對興業(yè)銀行長春分行勞務(wù)派遣制柜員薪酬方案優(yōu)化后的效果進(jìn)行評估以及反饋,可以看出優(yōu)化后的薪酬方案,實(shí)現(xiàn)了對于勞務(wù)派遣制柜員的激勵作用,降低了分行的人才流失率,進(jìn)而滿足分行對勞務(wù)派遣制柜員的需求。
[Abstract]:In the process of the rapid development of the market economy, more employment opportunities have been brought, which also promotes the exchange of different regions, countries, and the speed of the flow of personnel. The loss of talents in the industry has become a common phenomenon. The financial industry, especially the banking industry, has the special characteristics of its industry and personnel. The loss phenomenon is more prominent, and the problem of the backbone loss is particularly serious. In this case, the loss of the labor dispatch teller often brings a fatal blow to the stable development of the banking business. If the banking industry wants to survive and develop, it is necessary to have an accurate position of the customer group, the unique competitive advantage of the differential financial products, and the high efficiency and order. The first class counter service is also very necessary. If we want to better complete this work, it is inseparable from the front desk service personnel, that is, the teller. In recent years, the banking industry is gradually changing to the independent enterprise. The banking industry has gained real management autonomy. While the mode of operation is changing, it is appropriate to improve the profit of the enterprise. Dealing with the relationship between employees and employees is very important for the enterprise to retain the talent industry. It is also the main problem that the commercial banks face at the present stage. This paper makes a sampling survey and visits to the labor dispatch teller in Changchun branch of Xingye Bank. There are some problems. First, the design of fixed salary is not the standard of reasonable post evaluation, which leads to the low level of fixed salary. Second, the narrow range of salary level leads to the small space of salary and the incentive effect of salary. Third, the imbalance of salary structure, unreasonable performance assessment standard, and labor service. The post of dispatched teller puts too much emphasis on the performance appraisal, which leads to the staff unable to complete the job well. This series of problems will affect the feasibility of the salary scheme and greatly reduce the salary satisfaction of the labor dispatch teller. The level of salary determines whether the enterprise is competitive for the talents, if the salary scheme is paid. Therefore, in order to improve the remuneration scheme of the labor dispatch teller in Changchun branch of Xingye Bank, improve the salary incentive effect of the labor dispatch teller, improve the work enthusiasm of the labor dispatch teller and promote the development of the business of the Changchun branch. This paper optimizes the remuneration scheme of the labor dispatch teller in Changchun branch of Xingye Bank. This paper analyzes its causes by scientific and in-depth analysis, using the literature research method and the investigation and research method, using the theory of knowledge capital, incentive theory and fairness theory as the theoretical basis, and through the questionnaire survey method, the causes of the above problems are analyzed. From three aspects, this paper optimizes the existing salary scheme of the branch service dispatch teller. The improvement is made in terms of fixed salary, floating pay and welfare allowance. On the basis of the original salary scheme, the job evaluation grade is optimized, and a clear job level evaluation standard is set, and the floating salary of the staff is at the same time. The optimization design of the remuneration scheme introduces a 360 degree evaluation system which combines the performance appraisal and the balance integral card, consummate the supervision and appraisal system of the salary incentive, and put forward the corresponding system and fund guarantee measures. Through the evaluation and feedback on the effect of the optimization of the compensation case of the labor dispatch teller of the Changchun branch of Xingye Bank, it can be evaluated and feedback. In order to see the optimized compensation scheme, the incentive effect of the labor dispatch teller is realized, the turnover rate of the branch is reduced, and the demand for the service dispatch teller is met by the branch.
【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】：F832.33;F272.92

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