Research Of The Corporate Customer Managers’ Compensation Management System Of PA Bank Transportation Finance Strategical Business Unit

Compensation refers to various forms of compensation paid by enterprises based on employees’ efforts.The compensation of corporate customer managers refers to the compensation paid by commercial banks based on the services provided by corporate customer managers,including basic salary,performance bonus and welfare.The compensation system is the structure and distribution of compensation,and the appropriate compensation system can guide the personal behavior and work intention of the corporate customer managers to promote the realization of commercial banks’ profit and scale goals.Compensation management is the process of determining the total compensation,compensation structure and compensation forms available to employees based on the services they provide.Effective compensation management system design should be based on the post value and job characteristics,personal quality and ability of employees,performance of employees and post salary in the same field as the basis for salary distribution;the post value is evaluated through the analysis of job functions,while combining internal and external salary data and the characteristics of the enterprise,the posts are divided into several levels,and then the salary structure is designed and a salary grade is formed.Also,the compensation management system should emphasize the results of organizational performance and individual performance on the premise of insisting on setting salary for posts,so as to give full play to the incentive effect of compensation.The role of compensation management system is mainly reflected in the restraint mechanism and incentive mechanism for employees.Establishing an effective compensation management system is the most important way to protect and improve employees’ work enthusiasm,and it is also an unattainable part of strengthening the modern enterprise management system.A set of good compensation management system can form a fair competition atmosphere in the enterprise,stimulate employees’ enthusiasm for work and improve employees’ salary satisfaction without increasing the cost of the enterprise.The bank compensation management system refers to the process that the bank pays to employees based on their providing labor and service,and it is an important component of the bank management.Effective compensation management system is the key to retaining the bank’s talent resources.Today,in the rapid development of commercial banks,how to set up customer manager’s personal interests consistency with the bank through appropriate compensation management system,in turn,to guide the customer manager to better serve the bank,and how to reduce the credit risk caused by asymmetric informationbetween customer manager and the bank are important topics worthy of consideration and research.Commercial bank is a type of bank whose main business is deposit and loan.According to the service objects,commercial bank business is divided into corporate business and retail business.Corporate business aims at corporate customers which is an important source of scale and profit of commercial banks.It is characterized by large amount of money involved,various business types,complex process and strong professionalism.The customer manager system is a customer-centered institutional arrangement and institutional framework which serve customers,in order to respond to the changes in market and customer needs.Based on customer needs,the corporate customer manager is a marketing personnel who provides high-quality,fast and efficient financial services to the company’s customers by utilizing internal and external resources of the bank and personal senior initiative,and is the backbone of commercial banks to expand corporate customers,maintain corporate customers and carry out business marketing.Through establishing a high-quality team of corporate customer managers,commercial banks can effectively promote their long-term and healthy development on corporate business.Based on corporate customer managers’ compensation management system in PA Bank Transportation Finance SUB(Strategical Business Unit),its customer manager compensation management system was studied.Through customer manager compensation management system research and analysis,and combined with practical work and literature research,the optimization method and optimization suggestions for customer manager compensation management system of PA Bank Transportation Finance SUB were put forward.Based on the relevant theories of corporate business and compensation management system of commercial banks and the practice of compensation management of customer managers in PA Bank Transportation Finance SUB,this paper objectively analyzed the current situation of compensation management of customer managers of PA Bank Transportation Finance SUB.At the same time,based on the investigation and interview of the current salary management system as well as the salary satisfaction questionnaire,it was found that the current salary structure of the management system has some problems,such as focusing on short-term benefits,not considering the project marketing cycle,and the lack of targeted welfare setting;the distribution mechanism,the internal distribution hasproblems such as not transparent internal distribution,the lack of grasp of marketing managers in management,not perfect compensation system publicity,not enough support of system;performance appraisal system has some shortcomings,such as,reflecting no bank’s strategy and ignoring qualitative indicators in indicator setting,and the lack of communication in the target setting.In view of the problems,plans were proposed to optimize the current compensation management system.First,risk management should be strengthened through the introduction of RWA occupation fee and the implementation of deferred compensation pay;targeted benefits should be provided to optimize the compensation structure through the formulation of employee development plans.Second,by clarifying the performance distribution mechanism and internal financial resource use mechanism,the transparency of performance salary distribution can be increased,so as to improve the employees’ sense of internal justice.Third,the communication of assessment objectives should be strengthened,and the relationship between individual assessment and team assessment should be defined,and the application ways of assessment results should be perfected to improve the application of performance assessment system.In addition,by establishing an effective supervision and communication system,improving the daily work system of the customer managers for company’s business and strengthening the implementation effect of the compensation management system,the compensation management level can be improved so as to effectively increase the bank scale and profit.The relevant research results in this paper can not only be of great help to PA Bank Transportation Finance SUB and other institutions in the industry,but also be used as a practical reference for other joint-stock banks to improve the compensation management system of corporate customer managers.