A Study On Commercial Bank Salary Stimulant System Mechanism Construction

As the core of commercial banks incentives incentive compensation, the sound operation of commercial banks played a crucial role. Scientific and effective pay system will not only promote the development of banks and employees consistent with the objectives to employees play to their initiative and creativity to achieve self-goals, while also achieved the goal of maximizing their profits; more important is that in the talent Resource competition and motivation of today, able to attract, retain a high-quality talent team, enhance the bank's core competitiveness.In the context of economic and financial globalization, the establishment of rational and effective compensation system and improve the human capital in commercial banks, competitiveness, China's commercial banks of great practical significance. I use a systematic comparison, empirical analysis, research methods, analysis of China's commercial banks to the current pay system to identify its shortcomings, than put forward their own proposals for the reform of the pay system was provided.This paper first outlines the remuneration principles of the theory and mechanism design, followed by commercial banks in China were analyzed by the current salary system, put forward four points: First, China's commercial banks, the benefits and salary levels are relatively low; second is the composition of remuneration is not very reasonable; Third, the pay gap between bank employees is relatively large; Fourth, the commercial banks pay levels and performance of the relevant circumstances are different. Unscientific, the lack of market competitiveness and reform the pay system is lagging behind China's commercial banks has led to a brain drain, lack of vitality and comprehensive business less competitive, it has also become China's banking industry human resource management must address the issues at stake.It analyzes the validity of native commercial banks'salary stimulant. The result of analysis shows that it is almost effective. But the relationship is very weak which illuminates the effect of the salary stimulant is not strong. Finally, it gives several suggestions for optimazing the native commercial banks according to its character. First of all, choosing the suitable stimulant's abject, confirming the fair salary standard, guiding the knowledge salary system and implementing the entirely salary blue print. Secondly, the design of bank salary stimulating pattern, which includes the permanently stimulate strategy such as stock options. Carrying out the entirely salary pattern and constructing the scientific performance evaluation index system.