Research On The Improvement Scheme Of Executive Compensation Management System Of Commercial Bank

With China's rapid economic development,comprehensive national strength continued to improve,the modern financial system in conformity with the macro economic development is gradually improving,the development of China's commercial banks after the mixed operation to separate operation and then to the development of the two.From the domestic and foreign development trend,with the strengthening of economic globalization and financial integration,with the continuous progress of financial reform,China's financial industry opening degree is more and more big,international financial institutions brought hitherto unknown challenge to commercial banks,from the internal environment,the current economic downturn,overcapacity,spreads narrowed,the Internet the rise of Finance changed the environment of the commercial bank,the golden period in the past more than and 10 years of high growth,low and high efficiency "has been in the past,has entered a new phase of low growth,high efficiency,bad landslide,such as the current performance of listed banks in 2014 net profit of the average growth rate of 11.9%.3.2 percentage points lower than in 2013,the first quarter of this year fell further to 7.6%,net profit of five lines of all growth fell to about 1%.We can see that the key stage of China's commercial banks have entered the business model changes,the new economic norm brings many unfavorable factors at the same time,also brought new impetus,which is under the new normal commercial bank core competence construction and dynamic remodeling,which requires not only the resources,service and mixed operation advantages,need more talent the advantage,only first-class talents team to ensure the formation and development of core competence,therefore,retain and activate the first-class talent team,is the key to achieve the dynamic remodeling and long-term competitive strength.The motivation of talents is the core of HRM,which is an important factor to determine the success or failure of commercial banks.Through the establishment of a sound executive compensation management system,to further improve the core competitiveness of commercial banks has become a necessary choice and fundamental measures for China's commercial banks.At present,the commercial banks in our country adopt the total branch system.From the perspective of corporate governance and operation,the head office and branches of the interests and goals are different,the head office as a legal bear all the responsibilityfor the operation,but the main business in the branches,causing the separation of legal subjects and actors,so in the realization of the goal of enterprise value maximization,facing two problems: on the one hand must motivate branch executives to work hard,on the other hand,it is necessary to limit the risks they take,and avoid excessive risk-taking behavior lead to the bank crisis.At the same time,from the perspective of the characteristics of executives,a commercial bank determines that they must pay attention to the bank's asset liquidity and reasonable return security,on the other hand,the administrative intervention of the pay structure of their short-term and long-term incentive effect.This contradiction leads to the current comprehensive management ability of commercial banks is weak,anti risk ability is insufficient,bank employees,especially the compensation incentive and restraint mechanism of Bank senior management staff has not been effectively resolved.Therefore,the commercial bank executive compensation management system to ensure the incentive and restraint coexist,risk control and resource allocation efficiency from the system,and the public is to enhance customer confidence,to ensure the effective operation of the bank and the key to the healthy development of the.The purpose of this study is to systematically analyze the compensation management system of commercial bank executives through the normative analysis and investigation.Through the questionnaire survey of current compensation system existing problems,using the method of combining theory and practice,to explore the salary management system of executives in line with the characteristics of the commercial bank incentive and restrictive,relevant design and decision-making for commercial banks to provide theoretical basis and practical reference.