| With the fierce competition for talents between banks,whether the salary system is scientific and reasonable has become an important means to improve the competitiveness of banks,which has been highly valued by the bank management.A reasonable salary system not only helps banks attract and retain outstanding talents,but also helps banks to rationalize human costs and reduce unnecessary human resources expenditure.As a local financial institution,H Rural Credit Union is facing fierce competition in the rural financial market in recent years,and the restructuring and transformation development is imminent.How to activate the enthusiasm of front-line customer managers is of great significance to promote the strategic transformation of H Rural Credit Cooperative,and it is an urgent problem to be solved.Therefore,this paper takes H Rural Credit Cooperative as an example to carry out in-depth research on the compensation system of customer managers,and strive to design a set of compensation system that is fair internally and competitive externally,so as to stimulate the initiative and enthusiasm of customer managers,maintain the development momentum of restructuring and transformation of rural credit cooperatives,and achieve steady development.Based on the current situation of the customer manager compensation system of H Rural Credit Cooperative,this paper uses the questionnaire and interview methods to investigate the relevant leaders and customer managers of the Rural Credit Cooperative,and finds that there are problems in the customer manager compensation system,such as the unreasonable salary structure design,the internal fairness of the salary to be improved,the external competitiveness of the salary level is insufficient,and the incentive effect of the salary system is weakened.The deep reason is that the internal management of H Rural Credit Cooperative is not scientific enough,it has not effectively coordinated the interests of the main bodies of the compensation system,and it has ignored the impact of external environmental competition factors.In view of the above problems,using the guidance of relevant compensation theories,it is proposed that H Rural Credit Cooperative should follow the principles of strategy,fairness,differentiation and incentive to optimize the design of the customer manager compensation system.Specific strategies include designing a reasonable salary structure,effectively improving the internal fairness of salary,enhancing the external competitiveness of salary level,and strengthening the incentive role of salary distribution.At the same time,put forward the guarantee measures for the optimization and implementation of the compensation system of the customer manager of the H Rural Credit Cooperative,that is,strengthen the internal scientific management of the H Rural Credit Cooperative,effectively coordinate the interests of the main bodies of the compensation system,and strengthen the balance of the internal relationship outside the compensation.Through the optimization research of the compensation system of the customer manager of H Rural Credit Cooperative in this paper,under the guidance of the market and on the basis of efficiency,we design a compensation system that is in line with the strategic development of H Rural Credit Cooperative and has strong internal equity incentive and external competitiveness,improve the work enthusiasm of the customer manager,and play a positive role in promoting the strategic development of H Rural Credit Cooperative.At the same time,it also provides reference for the design of salary system of similar financial institutions. |
