Research On The Salary Management Optimization Of The Grass-Roots Staff In The Financial Management Subsidiary Of Bank X

In order to meet the needs of the development of China’s financial industry,the banking wealth management sub-industry was born.However,as an emerging field which is still in the early stage of development,the bank wealth management subsidiary is facing the predicament that the management level of the state-owned enterprises can not keep up with the pace of the company’s development,in particular,in the grass-roots staff compensation management still has a very big room for improvement.Based on the current situation of the salary management of the grass-roots staff in the financial management subsidiary of Bank X,this paper probes into the effect of salary management on the promotion of staff satisfaction,the motivation of staff and the promotion of staff security,thus to further serve the needs of the company’s management,business development for the company to build a high-quality,sustainable compensation system to provide a strong guarantee and help.This article first combs the related theories about the salary management at home and abroad,and analyzes the characteristics of the salary structure of the finance subsidiary,forming the theoretical basis.Then it introduces the basic situation of the finance subsidiary of Bank X,the characteristics of human resources and basic staff,the current situation of the company’s salary management and the industry salary benchmarking.Then through the questionnaire survey and in-depth interview based on the total compensation theory to find out the existing problems in the company’s basic-level employees’ compensation management,it concludes that there are four problems with pay management at the grass-roots level: disorderly job grades,daily minimum wage,inequitable distribution of pay for performance,and unattractive standards of benefits.Further analysis of the causes: the company’s lack of market-based job benchmarking system,no mature pay adjustment mechanism,performance evaluation rules conservative ossification,welfare standards lack of personalized differentiation.On the basis of this,the paper puts forward some improving measures for the optimization of the salary management of the grass-roots staff in the financial management subsidiary of Bank X: on the one hand,through the optimization of the salary structure,we can create a competitive salary system,on the other hand,on the other hand,the establishment of flexible welfare mechanism to meet the needs of talent for the diversity of welfare needs.Through the optimization of the salary management of the grass-roots employees in the financial management subsidiary of Bank X,this paper hopes to improve the salary perception of the grass-roots employees,thus better motivate the employees and enhance the overall management efficiency and competitiveness of the company,it will provide enough motive force for the start-up of Bank X’s wealth management subsidiary,and also provide reference for the domestic bank’s wealth management subsidiary in the aspect of Human Resource Compensation Management.