The Research On Salary System Optimization Of China Construction Bank Fuxin In Branch

For enterprises,compensation management is an important factor in human resources.At present,the current situation of personnel turnover in domestic banks is serious.It shows that there are still many deficiencies in the management of human resources.This article brings this problem into the Fuxin branch of China Construction Bank,through the diagnosis research of its salary system,in order to find out the existing problems in the salary system,and then perfect the salary management system of this bank.According to the relevant theories of human resource management,salary management,combined with the practice of human resource management in China Construction Bank Fuxin branch,combined with in-depth interviews and questionnaire to study the status of the Fuxin branch of China Construction Bank compensation system.The questionnaire survey was as follows:the recovery rate was 95.96%,and the effective rate was 90.3%.By means of statistical analysis,it is found that there are two main problems in the salary management of Fuxin branch of China Construction Bank,the management concept is backward and the incentive measures are unreasonable.The reason is that the management concept is backward,the salary level is not competitive,the salary system is unreasonable and the incentive function of salary is weak.Therefore,this paper puts forward some suggestions for four aspects,such as the choice of salary mode,the determination of salary level,the design of salary structure and the implementation of guarantee measures for salary system.