Study On Optimization Of Rural Commercial Bank Lanling Pay System

In recent years,major banks take salary vying for talent strategy,the financial competition between enterprises intensified.As an important part of human resources management,the salary system is directly related to their own interests and the prospects for the development of enterprise employees.The competition of talents is the core of the competition among enterprises.How to avoid the loss of key talents and make the compensation incentives achieve the best results is critical for the development of enterprises.It is even more so for commercial banks,Agricultural Bank of China started late,compared with the Construction Bank,ICBC and other commercial banks,the attraction of talent shortage,the reasonable salary system helps rural commercial bank to attract more talented people,so as to enhance their competitive force.In this paper,Lanling rural commercial bank as an example,research on the salary system,based on the understanding of Lanling Agricultural Bank of the existing compensation system,through the questionnaire survey results,found that Lanling rural commercial bank compensation system is the compensation strategy is not clear,lack of internal fairness salary gap is large compared to other firms and other defects,and analyze its causes analysis,on this basis,to optimize the design of the compensation system from two aspects of economic compensation,non economic compensation,and put forward the set salary reform committee,strengthen the performance appraisal and other security measures to ensure the smooth implementation of compensation optimization scheme.