Optimization Strategy For F Bank Relationship Manager Compensation System

Commercial banks compensation system is such a complex system, a reasonable and effective compensation system can guide the employee’s work behavior and attitudes, then generate incentives, let employees to develop towards the bank’s desired direction while being able to create sustainable core competitiveness, improve the development potential of the banks.With the continuous development of China’s financial market, the "war for talent" becomes more intensify. Relationship manager is the main channel between banks and customers, as the first-line business positions of commercial banks, relationship manager is the key position to create profits for the bank. Therefore, the relationship manager’s compensation system is crucial for the commercial banks. A competitive salary system that can support the bank’s strategy, attract and retain excellent relationship manager.There is no good or bad for compensation system, the most important is to combine the bank’s characteristics and needs. In this paper, we takes F bank’s salary system as the object of the research, combined salary incentive theory and compensation system design philosophy, put forward relationship manager’s compensation system optimization program from the relationship manager’s compensation strategy; performance incentive programs and welfare projects through the relationship manager’s salary data and the market data. Let F bank’s compensation system more perfect, and by improving the compensation system to improve the market competitiveness of utilize talents and retain talents.