G Bank Compensation Management And Optimize The Design

Survival of the fittest is the basic law of market economy. Importance and competitive advantage of the shortage of Chinese companies a huge competitive advantage to attract the contrast of competitive advantage for our study and related issues. G banking compensation management human resources management is the core content. G Bank staff are concerned about pay and job promotion or down. Encouragement is one of the important mechanisms for pay, compensation management in enhancing the G bank employee satisfaction, and enhance Bank of cohesion, improve bank performance, and thus enhance the competitive advantage of banks and so G has an important roleIn this paper, G banking compensation management as the research object, from the basic theory of compensation management, compensation management described several stages of development and modern trends in pay administration. In this paper, the normative and empirical research method of combining the use of the system analysis, literature review, field interviews, questionnaires, questionnaire analysis, empirical analysis, comparative analysis, and so research methods, management and commercial banks pay conducted in-depth development of relations between analysis, obtained in the G bank's success in the pay administration and the presence of flaws or deficiencies, the work of this paper is:first, from the nature of commercial banks, corporate strategy, human resource strategy commercial banks pay administration, commercial banks a competitive advantage and the cognitive system, new perspective on the creative management of the pay G Bank connotation and extension of the relationship between relevant variables and to develop a more detailed optimization of banks for G remuneration management. Second, the proposed G bank management and pay system pay the total optimal design ideas and objectives, the design must pay corporate strategy, human resources strategy, compensation strategy starting to work analysis, job evaluation, salary level design, salary structure design, performance evaluation, implementation of the recommended actions. Establish a scientific management system, pay is a prerequisite for job analysis and job design, to leave the premise is difficult to design a true and fair pay system. Third, the use of Mercer's International Position Evaluation method of this important tool for rational analysis and evaluation of bank jobs, both for external salary survey provides a unified standard job evaluation, but also within the enterprise can be drawn relative importance of various positions. This is only a partial list of representative positions; to determine the suitability of staff to the job or an important means of competence in accordance with competency model assessment of staff competencies; Fourth, strong reform and adjustment in order to establish the existing salary system A more appropriate strategy to support and promote the development of G bank of new broadband pay system to pull the employee's promotion channel width.In this paper, the nature of commercial banks, corporate strategy, human resources strategy, compensation management of commercial banks, commercial banks, competitive advantage and new perspective of cognitive system theory to study the creative management and G pay the bank the relationship between relevant variables, including Salary Survey management, research, design, implementation throughout the process, and to develop a more optimized for the G banks pay administration program. Hope that through the analysis of this case G Bank research on other domestic commercial banks to provide a reference for compensation management and reference.