Financial Executive Compensation Research Based On SHRM

In recent years, the compensation level of the financial industry executives showed rapid growth, differences with the average level of society widened significantly, as well as the income level of internal staff. Huge executive pay for financial industry has aroused widespread concern in the community, but behind the high pay is not satisfactory salary structure and incentive effect. In the new era of knowledge economy, enterprise human resources management function role have become the strategic human resource management (SHRM) from the traditional personnel management already. Rural credit cooperatives, inferno from the long-term planning economic system, human resources management concepts are backward, the development and management level is low, low quality of senior executives is caused, high quality talent is lack, that is direct responsible leading to the low power. To improve the continuous competitive of rural financial institutions, we must start from improving human resources competitive advantage, design the scientific executive compensation management system, give full play to the role of compensation incentive, configuration reasonably and effectively the human resources, so as to provide powerful human support for maintaining strong enterprise vitality and competitiveness, on the basis of strategic human resource management.This paper summarizes the domestic and foreign relevant theory and empirical studies about financial enterprise executive compensation management, combining with the strategic human resource management and financial executives human capital pricing theory, discuss the influential factors and basic principles, that the financial enterprise should pay attention to, in the process of designing executive pay management system from the point of strategic human resource management view. On this basis, this paper elects rural credit cooperatives as empirical research object, expounds the current executive pay management system, analysis the main existing problems thoroughly. According to the actual situation of rural credit cooperatives and the value orientation of executive pay policy, this paper put forward countermeasures and suggestions to further improve the rural credit cooperatives executive pay management, through the implementation of the strategic human resources management. This paper fills the blank of executive compensation management research based on the enterprise strategic, and also provides reference for the rural financial institutions executive compensation management and human resources reform.This paper is divided into five chapters. The first introduction chapter briefly introduces the research background, the main goal and significance, and the main contents. At the same time, this chapter summary reviews and briefly analyzes the current domestic and international theory and the empirical research results about strategic human resource management, financial executives salary management, human capital pricing, salary incentive and other aspects, and analyzes the development trend of financial enterprise executive pay.The second chapter mainly introduced the related concepts and basic theories. On the basis of former research theories and views, this chapter further point out the characteristics of financial enterprise, executive salary management and strategic human resource management concept and connotation, detailed analyses the theoretical basis of strategic human resource management and human capital pricing research.The third chapter put forward the assumptions of designing financial enterprise executive pay management system based on the view of strategic human resource management, which is demonstrated through the analysis of the mechanism. Under the premise of the established assuming and full consideration of the enterprise strategic human resource management, this chapter in-depth analyses the internal and external factors, which influent financial enterprise executive pay system design, and puts forward the basic principles should be followed of designing financial executives salary distribution and incentive mechanism.The fourth chapter elects rural credit cooperatives as empirical research object, firstly introduces the present situation of the executive compensation management system from salary structure, performance incentives, salary adjustment of, on this base, in-dept analysis the main problems and the insufficiency of the existing salary management. This chapter has been clear about the policy and value orientation of the next executive compensation reform, combining with the practice of current rural credit cooperatives human resources reform.At last, the fifth chapter proposes the countermeasure and suggestion for perfecting rural credit cooperatives executive compensation system based on strategic human resources management, from the enterprise culture, system construction, salary structure adjust, salary incentive mechanism and evaluation mechanism perfection and the internal and external supervision strengthen. Finally, this chapter designs the basic framework of rural credit cooperatives executive pay management system.