我國商業(yè)銀行薪酬激勵(lì)
The Compensation incentive of China’s Commercial Banks

15000字

摘要：薪酬激勵(lì)是商業(yè)銀行激勵(lì)機(jī)制的重要組成部分，在銀行的經(jīng)營過程和長遠(yuǎn)發(fā)展中發(fā)揮著至關(guān)重要的作用?？茖W(xué)有效的薪酬激勵(lì)機(jī)制不但能實(shí)現(xiàn)銀行和員工在發(fā)展目標(biāo)上的一致性，使員工不遺余力地為銀行目標(biāo)奮斗，而且能在人力資源競爭日益激烈的環(huán)境下吸引和保留一支具有競爭力、高素質(zhì)的員工隊(duì)伍，從而真正提高商業(yè)銀行的核心競爭力。因此，建立高效的薪酬激勵(lì)機(jī)制對于我國商業(yè)銀行來說具有非常重要的現(xiàn)實(shí)意義。本文首先介紹了薪酬和薪酬激勵(lì)的概念、薪酬的主要功能以及有關(guān)薪酬激勵(lì)的理論，包括需求層次理論、ERG理論、激勵(lì)需要理論、公平理論、目標(biāo)設(shè)置理論。然后以我國商業(yè)銀行薪酬激勵(lì)機(jī)制為研究對象，分別從普通員工和高級管理人員兩個(gè)角度分析我國商業(yè)銀行薪酬激勵(lì)機(jī)制的現(xiàn)狀。在現(xiàn)狀分析的基礎(chǔ)上找出國有商業(yè)銀行和股份制商業(yè)銀行在薪酬激勵(lì)機(jī)制中存在的問題。針對這些問題，學(xué)習(xí)國外成功的薪酬激勵(lì)模式并從中吸取經(jīng)驗(yàn)，在結(jié)合我國商業(yè)銀行實(shí)際情況的基礎(chǔ)上，為完善我國商業(yè)銀行薪酬激勵(lì)機(jī)制提供合理的建議和措施。

關(guān)鍵字 ： 商業(yè)銀行 薪酬激勵(lì) 短期薪酬 長期薪酬

The Compensation incentive of China’s Commercial Banks

Abstract Compensation incentive is one of the important parts of mechanism in commercial banks,it also plays an important role in the bank's business process and long-term development .Scientific and effective compensation-incentive mechanism can not only realize the consistency of the bank and staff in the development goals,make the staff spare no effort to struggle for the goal of the bank ,but also attract and retain a group of competitive staff with high quality under the circumstances of hot competitions of human resources,and thus really enhance the core competitiveness of commercial banks.Therefore the establishment of efficient compensation-incentive mechanism has a very important practical significance for China’s commercial banks.This paper first introduces the concept of compensation and incentive compensation, the main functions of the compensation and the compensation incentive theory, including demand level theory, ERG theory, incentive needs theory, equity theory, goal setting theory.Then taking compensation-incentive mechanism in commercial banks as research object,analyzing the present situation of compensation-incentive mechanism from the two aspects of general staff and senior management respectively.Finding out the current problems in the mechanism of state-owned commercial banks and joint-stock commercial banks based on the analysis.To solve these problems , study abroad successful experience of incentive compensation mode and learn from them , on the basis of combining the actual situation of China's commercial banks , providing reasonable suggestions and measures for the perfection of compensation-incentive mechanism in China’s commercial banks.

Keyword:Commercial bank Compensation incentive Short-term compensation
Long-term compensation


目 錄
引 言 1
第一章 薪酬及薪酬激勵(lì)的概述 2
1.1薪酬以及薪酬激勵(lì)的概念 2
1.2薪酬的主要功能 2
1.3與薪酬有關(guān)的激勵(lì)理論 3
1.3.1內(nèi)容激勵(lì)型理論 3
1.3.2過程激勵(lì)型理論 4
第二章 我國商業(yè)銀行薪酬激勵(lì)機(jī)制的現(xiàn)狀及存在的問題 6
2.1我國商業(yè)銀行薪酬激勵(lì)機(jī)制的現(xiàn)狀 6
2.1.1基本建立基本薪酬加績效薪酬的薪酬激勵(lì)機(jī)制 6
2.1.2初步建立年薪制 6
2.1.3長期薪酬激勵(lì)仍處于探索階段 7
2.1.4小結(jié) 8
2.2我國商業(yè)銀行薪酬激勵(lì)機(jī)制的主要問題 8
2.2.1國有商業(yè)銀行高層管理人員薪酬水平較低 8
2.2.2績效評估體系不合理 9
2.2.3薪酬結(jié)構(gòu)設(shè)計(jì)不合理缺少長期激勵(lì) 10
第三章 國外商業(yè)銀行成功的薪酬激勵(lì)機(jī)制模式及啟示 11
3.1國外商業(yè)銀行成功的薪酬激勵(lì)機(jī)制模式 11
3.1.1普通員工 11
3.1.2高層管理人員 12
3.2啟示 13
3.2.1普通員工 13
3.2.2高層管理人員 13
第四章 完善我國商業(yè)銀行薪酬激勵(lì)機(jī)制的措施 15
4.1完善績效評估制度 15
4.1.1合理定位績效評估 15
4.1.2合理設(shè)定指標(biāo) 15
4.2普通員工 16
4.3高層管理人員 17
結(jié) 論 18
參 考 文 獻(xiàn) 19
致 謝 22