Research On The Salary Incentive System Of Basic Level Customer Manager At The Grass-roots Level Of T Bank In Qingdao Branch

The object of this paper to T bank Qingdao branch of the study,analysis of the company manager of customer satisfaction on the current salary level,the company needs to further improve the compensation scheme,which is about the domestic financial enterprise salary management aspects of the rich knowledge,have more theoretical significance.The study of the article found that:First,this paper analyzes the theoretical basis of the research,at present,in the primary bank customer manager salary management has made certain achievements,the research on salary level of customer manager related scarce,especially for a bank as a case study,on the analysis of the company's salary level of customer manager it is scanty,it makes the research need further.Second,this paper studies the bank customer manager salary satisfaction on the grass-roots level and the current existing problems,this article through this investigation,the company found that the primary customer manager salary satisfaction is low for basic situation,at present does not have the strategic salary management idea,management system is not related to the payroll,irregular and random such series of problems,which greatly inhibited the company level customer manager compensation efficiency.Third,in regard to the salary problem of the bank's grassroots customer manager,this paper designs the corresponding salary system and further improvement system and plan in view of the three aspects of the bank's salary system,the company's salary system,and the employee's feedback on salary satisfaction.In detail,is how to further improve compensation standard,compensation in accordance with the profit rate to divide each post salary growth system,at the same time,according to the different positions have different compensation framework and related incentives to set the terms of salary and reward system,combined with the actual situation to consider,in order to promote the further improvement of the salary system.Fourth,in the end,the paper puts forward some suggestions and protection measures according to the bank's salary system.We should establish a scientific salary management mechanism,improve the bank's salary management plan,and establish a relatively perfectperformance management system,so as to further improve the salary efficiency of the bank's grassroots customer managers.