Design Of Compensation Scheme For CCB Changchun Branch Of Xi’an Squar

At present, the development of China’s banking industry has entered theunprecedented competition environment, national commercial Banks, joint-stockBanks, regional Banks and other financial institutions are different degree shows atendency of aggressive expansion. Under the influence of internal and externalenvironment, our country banking industry faces huge challenges. From theperspective of enterprise, how to avoid the homogeneity and the shortage of internalmotivation factors become the important factor of commercial bank’s competition. Ina number of factors, invariably associated with human factors. Promote thecompetitiveness of the Banks is one of the means of strengthening management, bystrengthening employee attitude and work efficiency to improve overall efficiency ofthe bank. Human resources management, by designing reasonable compensationincentive system can effective specification employees work attitude, improve staff’swork enthusiasm, thus enhances the working efficiency of the enterprise to createmore performance. Changchun to CCB branch of xi ’an square as an example, thebranch of compensation management method although realized the compensationdistribution, also to a certain extent, to employees to have certain incentives andmeans, but not completely achieve reasonable distribution and effective. For somesimilar performance of the fuzzy definition and multiple cooperation mode ofcommon performance has yet to achieve a reasonable allocation, and how theassessment index in supervise staff actively work at the same time stimulate theenthusiasm of the employees to work harder and actively marketing consciousnessalso failed to produce effective incentive. Square in changchun, this paper tries to analyze the construction bank xi ’an branch existing compensation system, and fromall the proportion of the structure of compensation, the aspects of the configurationand performance of found deficiencies existing in the current branch salary system,attempt to establish a set of correctly to measure employees’ performance level andsalary system based on employee performance. Security on the basis of the system isable to accurately measure the employee’s performance level, fair, and can stimulatethe employees’ enthusiasm of work, efforts to marketing, incentives to meet the rightincentives of employees. By optimizing the salary system, can satisfy humanresources use bank for existing levels of demand, at the same time, has the potentialto mining employees work hard and promote the development of branch faster, whilemaximizing the researchers used to reach the company a win-win situation withemployees.