【摘要】：各銀行專業(yè)的產(chǎn)品經(jīng)理對本銀行業(yè)務(wù)的推動正在發(fā)揮著越來越重要的作用，因此建立產(chǎn)品經(jīng)理的有效薪酬機(jī)制成為各家銀行的重要任務(wù)之一。本文從我國商業(yè)銀行所面臨的商業(yè)競爭情況出發(fā)，介紹了什么是產(chǎn)品經(jīng)理以及產(chǎn)品經(jīng)理的職能與特點(diǎn)，并提出在目前，我國商業(yè)銀行是否具備有競爭力的金融產(chǎn)品以及是否配備能夠有效管理這些產(chǎn)品的產(chǎn)品經(jīng)理，是劇烈市場競爭中能否取勝的重要環(huán)節(jié)。然后介紹了薪酬的基本概念及其相關(guān)理論，進(jìn)而分別選取了部分國內(nèi)商業(yè)銀行和國外典型的商業(yè)銀行，就其薪酬管理模式進(jìn)行了介紹，諸如英美模式、德日模式，為本文探索寧波商業(yè)銀行產(chǎn)品經(jīng)理薪酬管理提供了基本理論與實(shí)際經(jīng)驗(yàn)。繼而以寧波銀行產(chǎn)品經(jīng)理考核辦法中薪酬方面的內(nèi)容作為研究對象及切入點(diǎn)，研究了寧波銀行產(chǎn)品經(jīng)理薪酬管理的現(xiàn)狀和問題，并對寧波銀行產(chǎn)品經(jīng)理薪酬管理提出建議和相應(yīng)的配套設(shè)施。 寧波銀行產(chǎn)品經(jīng)理目前采用的是年薪制，一種以銀行業(yè)績指標(biāo)為基礎(chǔ)，而建立的一種薪酬方案。寧波銀行產(chǎn)品經(jīng)理的薪酬包括固定年薪、考核年薪和福利三大部分，，寧波銀行產(chǎn)品經(jīng)理的薪酬分配直接由其所在總/分行的人力資源部按照考核辦法執(zhí)行，這種產(chǎn)品經(jīng)理薪酬存在五個主要問題：一是產(chǎn)品經(jīng)理薪酬的市場競爭力較弱；二是業(yè)績薪酬作用相對弱化；三是薪酬提高過多依賴于職務(wù)的晉升；四是營銷推動及服務(wù)過程沒有體現(xiàn)在薪酬之中；五是薪酬與績效關(guān)聯(lián)度低。 針對這五大問題，寧波銀行對產(chǎn)品經(jīng)理薪酬體系的優(yōu)化理念是：一是堅(jiān)持薪酬方案設(shè)計(jì)的原則；二是明確薪酬政策的導(dǎo)向；三是設(shè)計(jì)合理的薪酬體系；四是開發(fā)有效的績效考核體系。本文對寧波銀行產(chǎn)品經(jīng)理薪酬管理的建議為：一是全面提升業(yè)績年薪；二是各項(xiàng)業(yè)務(wù)針對產(chǎn)品經(jīng)理計(jì)提業(yè)績年薪；三是建立產(chǎn)品經(jīng)理綜合評級制度；四是建立產(chǎn)品經(jīng)理營銷推動考評細(xì)則。并提出寧波銀行產(chǎn)品經(jīng)理薪酬制度優(yōu)化的配套設(shè)施：一是獲得銀行高管的支持；二是對產(chǎn)品經(jīng)理開展有效宣講；三是注重過程管理；四是推陳出新，多種激勵手段相結(jié)合；五是擴(kuò)大產(chǎn)品經(jīng)理授權(quán)；六是加強(qiáng)產(chǎn)品經(jīng)理的專業(yè)培訓(xùn)。
[Abstract]:The professional product manager of each bank is playing a more and more important role in the promotion of the bank's business, so it is one of the important tasks for each bank to establish the effective compensation mechanism of the product manager. Starting from the situation of commercial competition faced by commercial banks in China, this paper introduces the functions and characteristics of product managers and product managers, and points out that at present, Whether our commercial banks have competitive financial products and whether they are equipped with product managers who can manage these products effectively is an important link to win in the fierce market competition. Then it introduces the basic concept of compensation and its related theories, and then selects some domestic commercial banks and foreign typical commercial banks, and introduces their compensation management models, such as the Anglo-American model, Germany and Japan model. This paper provides the basic theory and practical experience for the product manager compensation management of Ningbo Commercial Bank. Then taking the content of Ningbo Bank's product manager's salary as the research object and the breakthrough point, the paper studies the present situation and problems of Ningbo Bank's product manager's salary management. And the Ningbo Bank Product Manager compensation management suggestions and corresponding facilities. At present, Ningbo Bank Product Manager adopts an annual salary system, a kind of salary scheme based on bank performance index. The compensation of the product manager of Ningbo Bank consists of three parts: fixed annual salary, annual assessment salary and welfare. The compensation allocation of the product manager of Ningbo Bank is carried out directly by the human resources department of the general / branch of Ningbo Bank in accordance with the assessment method. There are five main problems in this kind of product manager's compensation: first, the market competitiveness of the product manager's salary is weak; second, the function of the performance compensation is relatively weak; Fourth, the marketing promotion and service process is not reflected in the compensation; fifthly, the correlation between compensation and performance is low. In view of these five problems, Ningbo Bank's idea of optimizing the compensation system of product managers is as follows: first, adhere to the principle of salary scheme design; second, make clear the direction of salary policy; third, design reasonable compensation system; Fourth, to develop an effective performance appraisal system. The suggestions of this paper are as follows: first, the overall increase of annual performance, secondly, the establishment of a comprehensive rating system for product managers, and the establishment of a comprehensive rating system for product managers, and the establishment of a comprehensive rating system for product managers. Fourth, establish product manager marketing promotion appraisal detailed rules. And put forward the matching facilities of Ningbo bank product manager compensation system optimization: first, get the support of bank executives; second, carry out effective propaganda to product manager; third, pay attention to process management; fourth, bring forth the old and bring forth new, combine many kinds of incentive means; Fifth, expand the authorization of product managers; sixthly, strengthen the professional training of product managers.
【學(xué)位授予單位】：湘潭大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：F272.92;F832.33

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