| With the economic globalization and the impact of internet economy,the human resource competition between enterprises is intensifying.As the one of and the core modules of the human resource management,the compensation management has undoubtedly become the key to substantive work of human resources.Therefore,as the financial center of the commercial banks as well.How to establish scientific and reasonable compensation for attracting and retaining talent plays a top priority in human resource management.Based on salaries and incentive theory,through surveys and research on Changsha Pilot Rural Commercial Bank,we found it exist imperfection of compensation on senior management and general staff.These problems are determined by the market,internal management systems,management philosophy and so on.Learning from foreign experience,we grasp the trends of domestic commercial banks,building a multi-level comprehensive performance management and incentive system.For executives,we adjust salary structure based on strategy-oriented,using balanced scoring mechanisms to achieve the incentive compensation;for general staffs,we build scientific performance evaluation system and functional positions to achieve full compensation.Finally,we insure the effectiveness of incentive compensation through optimizing organizational structure and supervision mechanism,strengthening human resources and the enterprise cultural construction.Through in-depth analysis of incentive compensation of Changsha Pilot Rural Commercial Bank,we have put forward the incentive compensation improvements so as to establish scientific and reasonable compensation system.It has also important practical signification to achieve healthy and rapid development.As a microcosm of the rural commercial banks,through this study,it not only has a certain value on the improvement of rural commercial bank’s incentive,but also offering feasible suggestions on competition strategies of rural commercial banks. |
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