| Compensation problem is becoming a very hot and difficult question, because the payment is not only the core interests of employees, but also a major determinant of market allocation of human resources. As we all know, the major competition in today’s human resource management is compensation, the deeper embodiment of compensation is the talent competition. The staff with considerable skills, experience and knowledge, always actively or passively facing all sorts of career choices.Choosing the impact and interference is one of the core elements of the market competition ability of employers to provide compensation.How to build a line with actual salary management system that systematic,sophisticated,and forward-looking in order to attract, maintain, incentive core of talent has been an important issue.Taking compensation system of Tangshan branch as research object,based on the fundamental theory relative to the compensation, the problems are found out by carrying out systemic research and analysis.the new compensation and benefit guidance has been redesigned by using scientific tools.Firstly,introduced the topic background,research purpose and significance. Then,shed light on the related theory and the development trend.Thirdly,evaluated the current compensation system with the method of single factor variance analysis to find out the problems existed such as lacking of gradation test rate in company talent allocation strategy; Lacking of actual characteristics and scientific design standards; lacking of powerful supervision mechanism,etc. The fourth part put forward ideas to solve the existing problems;the fifth part putted forward implementation safeguard measures,including Innovation Strategy, Strengthen propaganda,etc. Therefore,the optimization of compensation system for other banks in the region has a certain reference value and significance. |
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