The Optimizing Study On Performance Salary Distribution Of B Bank

As China's economy has entered a new normal stage, internal and external environment of financial industry has undergone many changes. At the same time,the emergence of new forms of financial and its rapid development lead to the staff of commercial bank and their salaries and other resources facing serious challenges. In this context, commercial banks have to adapt to the current economic system and financial environment, accelerate the implementation of business transformation strategy to attract and retain key business person.Performance salary distribution is one of the most important part of human resources management, which has great significance for the enterprise and individual employees. For the grass-roots employees,performance salary distribution is a reflection of their performance related to their vital interests. In terms of the business managers,a better performance salary distribution plan could generate incentives for employees and bind effectly to protect strategic target completion and promote business development.As a mature operation of commercial bank, B bank has a relatively complete plan of performance evaluation and distribution already, but there is still need to improve the plan in the transition adjustment stage. And as a branch, B bank also requires to set with the actual situation of their own with performance evaluation and distribution plan. Firstly, based on domestic and foreign research on distribution of performance evaluation and distribution theory, this article expounds the process of performance management, and the content of the compensation incentive theory, etc., strengthen the theoretical basis.And make performance evaluation as the breakthrough point, combined with the performance salary distribution result, analyzed the present situation and existing problems of Dalian B bank.Secondly, in view of problems existing in the performance salary distribution of B bank, this article design a new performance salary distribution plan based on the performance evaluation results and the post value evaluation comparing the original scheme.Finally, from the reasonable development of index, coordinate the relationship between the different performance factors and technical support, etc., this paper puts forward the safeguard measures and suggestions on the implementation of performance salary distribution, in order to guarantee the smooth implementation of performance salary distribution plan.In this article, method is used to integrate theory with practice, and put forward specific design, the new plan has a certain reference significance and practical value.