Research On The Management System Of The H Branch Of Bank Of China

Under the trend of global economic integration and knowledge economy era, human resources have become the key elements of the organization to obtain and maintain the competitive advantage. Pay management plays an important role in attracting talents, retaining talents and motivating people, establishing an incentive compensation management system and improving the design of the core staff salary system to the strategic level.In recent years, the state-owned commercial Banks in our country to carry on the share reform, tested in the international capital market, how can foreign Banks and domestic joint-stock commercial Banks of the survival and development, set up the internationalization of competitive compensation management system is the common goal of state-owned commercial Banks. Aiming at the bank of China H branch managers of the present status of the compensation, compensation management theory knowledge, the analysis of H branch current salary management system, points out that the existing compensation management system is lack of flexibility, lack of incentives, leads to problems such as unclear. On the bank of China H branch management problems that exist in the compensation management system, to improve the structure, the optimization of index, enhance motivation as the guidance, back to the bank of China H branch managers to design a set of complete compensation management system. Redesign the compensation system of incentive compensation as the main theoretical basis, for the bank of China H branch proposed salary structure, dynamic assessment, assessment of key performance indicators and a series of optimization and perfect measures. Of H branch of the existing compensation management system put forward the complement and improvement of other state-owned commercial Banks in China pay system design has a certain reference value.