Salary System Of Hei Long Jiang Branch Of The Agricultural Bank Of China

Acting as the baton of our banks business operation and resource allocation,salary policy is the compass of our banks business development and the scientificnature of which decides whether our business develops along a healthy road.In1982, our bank started reform on salary system, however, the reform hasbeen in a stage of exploration, and has not fundamentally solved the problem ofdisconnection between staff salary and staff contribution. At present, the salarysystem is still heavily influenced by the employee classification wage system,furthermore, new unreasonable and unscientific local salary distribution policyarose during the reform exploration.In this context, it is imperative to establish a salary management policyaccording to our status quo, and the policy should use references both fromadvanced management theories and methods of foreign countries and salarymanagement system of domestic joint-stock banks.In the paper, perspective of building post wage system is raised based on theanalysis of problems existing in our current salary management system. It isproposed that through addressing the problem of disconnection between workerscompensation and contribution, employee motivation by our salary system could beenhanced, which will then motive the whole bank. Therefore, mechanism platformwill be established to promote mutual growth of both Agricultural Bank of chinaHeilongjiang Province and its eighteen thousand employees.