Research On Design Of Salary System In SDJL Rural Credit Cooperative

The financial industry is a typical industry with characteristics of capital intensive,knowledge intensive and technology intensive,which determine the core competitiveness of the financial plays a important role which cannot do without the human capital's import,develop and leverage.The system of salary plays a direct,powerful effect on human resources efficiency.As a small and medium-sized financial institution which based on community,Rural credit cooperatives is facing homogenization market competition increasingly.To construct the core business characteristics which can distinguish with other commercial banks,needs a core salary system that can attract and develop human resources.On the aspects of recognition,financial strength,management,quality of personnel,the rural credit cooperatives is generally smaller than the state-owned commercial banks,foreign banks.How to build a concrete effective compensation management system by the limited cost of human resources,has become a major Issue to be solved which can attract and retain high-quality,highly competitive.By combing the theory of compensation management and latest results about the management of domestic and foreign commercial banks,through analyzing the existing salary management issues about rural credit cooperatives,it can provide a theoretical reference for the rural credit cooperatives.With the method of modern theory about incentive compensation management,this paper analyzes the status about compensation management of SDJL rural credit cooperatives.Instructing the compensation management mode about state-owned commercial banks,joint-stock commercial banks and Jilin,Jiangxi,Sichuan and other rural credit cooperatives,SDJL rural credit cooperatives has designed a set of effective salary management system,which can enhance the human resources' contribution to the rural credit cooperatives' competitiveness.Also the new salary management system provides a reform of salary management to rural credit cooperatives.This paper starts from the related theories of mainstream salary level theory,the principles of compensation design and process,the salary management mode of the state-owned commercial bank,Jilin,Jiangxi,Sichuan Agricultural letter society were summarized,with the SDJL rural credit cooperatives as an example,the empirical analysis of advantages and disadvantages of the current situation of compensation management of rural credit agency SDJL,and SDJL rural credit cooperatives salary management system optimization design is carried out,in order to safeguard the new salary management system and implement relevant measures to give constructive suggestions.This paper is focused on the rural credit cooperatives in the salary management system optimization design,through the SDJL rural credit cooperatives compensation case analysis,draw the conclusion that the specific measures to implement the management system of the salary,which is conducive to the long-term development of rural credit cooperatives.The paper adopts case study and empirical research methods,from' the perspective of the compensation system design that improves and protects the main conclusion executive compensation system construction,research method has certain innovation.