The Optimal Design For Y Bank Employees Compensation System

In modern enterprise management,compensation has become a key factor affecting the development of enterprises,and compensation plays an important role in attracting,maintaining and motivating employees.Whether the salary scheme design is reasonable or not is directly related to the employee’s enthusiasm and stability.The compensation system is the core content of the human resource management of the Y bank.The compensation system plays an important role in enhancing the job satisfaction of the Y bank employees,enhancing the cohesion of the bank employees,improving the bank performance,and then enhancing the competitive advantage of the Y bank.This paper takes the Y bank compensation system as the research object,from the basic theory of the compensation system,carries on the salary system optimization design for the Y bank.The main work is:using questionnaire survey,interview survey,analysis of the current situation of the compensation system of Y banks,and find out the shortcomings of the Y banks in the compensation system:the weak market competitiveness of the salary level,the lack of internal fairness,the weak role of compensation incentive and so on.Aiming at the problems and defects,this paper puts forward the goal of optimizing the design of Y bank’s salary system,and carries on the post analysis and the market salary survey,in which the post analysis is the precondition of the optimization design,and the market salary survey is to adjust the employee’s salary level to provide the basis.By using Mercer International Job Evaluation as an important tool,this paper reasonably analyzes and evaluates Y bank posts,which not only provides a unified job evaluation standard for external salary survey,but also draws the relative importance of each post within the enterprise.According to the importance of the position,optimize the design of the salary grade,determine the number of the salary grade according to the size of the Y bank,determine the distribution of the salary grade according to the scale difference,determine the salary grade by using the differential floating ratio,evaluate the employee’s ability according to the competency model,and get the evaluation form of the position ability,on the basis of which to judge whether the employee is competent and thus to determine employee actual pay grade.The salary structure is optimized according to the position and the nature of the job,the basic salary of the same level market class is lower than that of the non-market class,and the higher the level of the same class post,the lower the basic salary.In the annual and monthly performance appraisal,the management post and the general staff adopt the differentiated appraisal method,and get the actual performance coefficient according to the proportion of the corresponding appraisal weight.In order to meet the diverse needs of employees,the flexible welfare policy has been added on the basis of the original welfare,which makes the welfare more targeted.On the basis of the problems existing in the current compensation system of the Y Bank,the optimal design of the compensation system is carried out for the Y Bank,and a series of safeguard measures are put forward to make the compensation system smoothly implemented,such as the establishment of a leading group to promote reform,communication with employees to understand the opinions and suggestions of employees,and improving the implementation of the human resources department.Through the design of Y bank compensation system,we can deepen the understanding of Y bank compensation system,establish a compensation system suitable for the current development,improve the competitiveness of Y banks,and promote the healthy and sustainable development of enterprises.At the same time also hope to be similar to Y Bank of the same industry enterprises in pay optimization to play a certain reference role.