Research On Employee Salary Satisfaction Of W Rural Credit Cooperatives

Salary management has always been a difficulty and key point in the field of human resource management.How to scientifically manage the salary so as to improve the salary satisfaction of employees has become a key link of the core competitiveness of enterprises.Although China banking enterprise pay absolute level far ahead of other industries,but from the perspective of banking enterprise internal employee compensation satisfaction,not as high as the outside world imagined,the salary satisfaction at a relatively low level,this undoubtedly to the banking enterprise competitive advantage construction brought large negative impact.Therefore,for the banking industry,how to effectively improve the employee salary satisfaction so as to improve the efficiency and efficiency of the banking enterprise management has become an urgent problem to be considered and discussed in this industry.This thesis starts with the in-depth research and analysis,To improve the salary satisfaction of W rural credit cooperatives as the basic logical line,Fully understand the organizational structure,salary structure,gender structure,age distribution,educational status and other aspects of W rural credit cooperatives,Using salary satisfaction,Using literature studies,questionnaires,and field interviews.A questionnaire survey on employee salary satisfaction was conducted from four dimensions of salary level,salary improvement,salary management and welfare,The survey study found that,The overall salary satisfaction of W rural credit cooperatives is at a medium level,Grassroots staff are relatively lower than the middle and senior managers,Problems existing in employee compensation satisfaction are mainly reflected in the large gap in compensation levels,Unsteady increase in pay,The lag in compensation management concept and the lack of flexibility in welfare design,Furthermore,specific and targeted countermeasures to improve employee salary satisfaction in order to narrow the income gap,Raise salary levels;Steady growth in compensation,Improve the sense of safety;Optimizing the compensation structure,Improve the evaluation mechanism;Increase in welfare resilience,Meet individual needs.