本文選題：薪酬管理 + A城商行南昌分行　； 參考：《江西財經(jīng)大學(xué)》2017年碩士論文

【摘要】：國內(nèi)銀行業(yè)競爭日趨激烈,銀行要在這種環(huán)境中占據(jù)主動,就必需要有一套擁有持續(xù)競爭力的人才戰(zhàn)略。人才戰(zhàn)略的核心就是薪酬制度,高效的薪酬制度能夠充分的激起職工的工作士氣和積極性,使銀行的發(fā)展事半功倍。但是,國內(nèi)城商行成長起步較晚,在薪酬管理等方面與外資銀行、上市的股份制銀行相比存在很大的差距。城商行不合理的薪酬管理制度導(dǎo)致難以留住人才,城商行要在激烈的金融業(yè)競爭中立于不敗之地,就必須提高其薪酬管理水平,建立一套行之有效且有競爭力的薪酬制度是留住并吸引人才的關(guān)鍵。A城商行作為一家依附地方財政和地方經(jīng)濟而發(fā)展起來的城商行,與其他股份銀行相比,在資金實力、電子科技水平、人力資源等方面均存在一定的差距。當(dāng)前A城商行在薪酬管理中存在的主要問題是薪酬管理水平較低,薪酬制度不合理,導(dǎo)致人才流失嚴(yán)重,難以留住人才。而這在我國城商銀行中又普遍存在,因此如何提高城商行的薪酬管理能力,成為一個急需解決的問題。本文以A城商行南昌分行為研究對象,結(jié)合人力資源管理、商業(yè)銀行經(jīng)營管理等理論以及工作實踐經(jīng)驗,同時參考學(xué)習(xí)國內(nèi)外商業(yè)銀行在薪酬管理方面較成功的做法,從理論到實際來分析A城商行南昌分行薪酬管理制度存在的問題及解決對策,本文主要分為六個部分:第一部分,介紹本文的選題背景、研究意義與文獻綜述及本文的研究方法和思路。第二部分,論述薪酬管理的相關(guān)概念,并且簡單論述薪酬管理的基礎(chǔ)理論。第三部分,以A城商行南昌分行為例,對其薪酬管理的現(xiàn)狀及問題進行全面分析,根據(jù)A城商行南昌分行的薪酬管理制度,通過其薪酬管理制度的現(xiàn)狀的分析,研究其存在的突出問題及其成因進行分析。第四部分,介紹歐美銀行薪酬管理的方式,通過借鑒歐美銀行在薪酬管理方面的經(jīng)驗來分析其對A城商行南昌分行薪酬管理的啟示。第五部分,研究A城商行南昌分行薪酬管理的改進方案。第六部分,研究結(jié)論和研究展望。對本文進行總結(jié)并得出薪酬管理的研究結(jié)論,并對研究成果做出展望。
[Abstract]:The competition of the domestic banking industry is becoming more and more intense. If the banks want to take the initiative in this environment, they must have a talent strategy with sustained competitiveness. The core of the talent strategy is the compensation system, which can fully arouse the morale and enthusiasm of the staff and workers, and make the development of the bank double the result with half the effort. However, the growth of domestic city commercial banks started relatively late, and there is a big gap in salary management compared with foreign banks and listed joint-stock banks. The unreasonable salary management system of city commercial bank makes it difficult to retain talents. In order to be invincible in the fierce competition of financial industry, city commercial bank must improve its salary management level. The key to retaining and attracting talents is to establish an effective and competitive compensation system. As a city firm developed on the basis of local finance and local economy, CityBank has more capital strength than other shareholding banks. The level of electronic science and technology, human resources and other aspects of a certain gap. At present, the main problems of A City Commercial Bank in salary management are the low level of salary management and unreasonable salary system, which leads to serious brain drain and difficulty to retain talents. Therefore, how to improve the salary management ability of city commercial banks has become an urgent problem. This paper takes Nanchang Branch of A City Commercial Bank as the research object, combines the theory of human resource management, the management of commercial bank and the experience of work practice, and at the same time refers to the successful practices of domestic and foreign commercial banks in the aspect of salary management. This paper is divided into six parts: the first part introduces the background of this thesis. Research significance and literature review and research methods and ideas of this paper. The second part discusses the related concepts of salary management, and briefly discusses the basic theory of salary management. The third part, taking Nanchang Branch of A City Commercial Bank as an example, carries on the comprehensive analysis to its salary management present situation and the question, according to the A City Commercial Bank Nanchang Branch's salary management system, through its salary management system present situation analysis, The prominent problems and their causes are analyzed. The fourth part introduces the ways of compensation management in European and American banks, and analyzes its inspiration to the compensation management of Nanchang Branch of A City Commercial Bank by using the experience of European and American banks in compensation management for reference. The fifth part, study A city commercial bank Nanchang branch salary management improvement plan. The sixth part, the research conclusion and research prospect. This paper summarizes and draws the conclusion of salary management, and prospects the research results.
【學(xué)位授予單位】：江西財經(jīng)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

【參考文獻】

相關(guān)期刊論文 前10條

1 李坤宇;鄭若n，

本文編號：1801042