| Compensation management is an important content of enterprise management.It is the most direct and effective way to motivate talents,and it is in pace with the development of enterprises and the realization of strategy.The construction of a scientific and reasonable salary system has become an important channel for many enterprises to win the competitive advantage of the market.The middle-level managers is located between the enterprise senior management personnel and grass-roots level managers of several levels,is an important part of the management team of the enterprise.Therefore,it is an important link for the enterprise to realize the management goal by designing the appropriate middle managers' salary system and mobilizing the middle managers to stimulate the enthusiasm of the work.This paper takes ZBJH bank as the research object.The current status of the salary system of middle-level managers is researched,and we can understand the middle-level managers' views of existing salary system.By comparison with the level of compensation,salary system,we can analyze the main problems and causes,to lay the foundation for the next step of optimization.So,starting from the problems,combined with the bank development strategy,the paper optimizes the existing salary system,optimize the position salary system,the performance management,and the improvement of the welfare system,to improve the present insufficient of current salary system which has underexcitation,poorer satisfaction,insufficient risk control strength,lack of external competitiveness and so on.It puts forward the guarantee measures for the implementation of the salary system.The research purpose of this paper,aimed at promoting ZBJH bank middle-level managers salary system optimization,straighten out the pay structure,strengthen the compensation incentive and guarantee role.In addition,it also provides reference and reference for state-owned commercial banks to build effective salary system to some extent. |
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