Study On Compensation And Performance Assessment Of Teller At N Bank

With the national reform and opening-up going in-depth,the marketing economy institution and mechanism has been further improved.The financial market opens in a more opening gesture that foreign invested banks,commercial holding banks and regional commercial banks have been rapidly established and spread over the nation.It inevitably incurs a more fierce and intensive competition among banks.In faced with opening policy in place including interest marketization,deposit insurance system and private bank establishment,as one of the four major state-owned commercial banks,N Bank confronts unprecedented competition pressure and challenge.How to effectively leverage human resource seems critical.While,among all elements impacting human resource effectiveness,the compensation system is of uttermost importance.Therefore,to establish a reasonable and competitive compensation system as well as the corresponding assessment system plays a momentous role in fully evoking employees' enthusiasm and enhancing N Bank competitive edge.The compensation management highly promotes bank employees' enthusiasm in work.Employees' engagement and initiative exert an impact on the business and the compensation management is conducive to attracting and retaining excellent talents,improving rational talents distribution and allocation.N Bank faces this challenge awaiting the bank leadership team to solve that how to propel N Bank compensation mode re-design and optimization to bring out employees enthusiasm and initiative to attract and retain talents.This thesis serves to study a branch bank subordinating to N Bank,analyze problems,background and cause regarding compensation management lying in N Bank by learning from advanced theory and experience of domestic and foreign compensation system and by means of field visit,document,survey and so forth.Besides,put forward suggestions in respect of the compensation structure design and performance assessment management optimization of employees(mainly tellers,excluding management group,i.e.bank president,supervisor,deputy bank president),hopefully giving some reference to N Bank compensation reform development.