Study Of The Salary Stimulant System In State-owned Commercial Bank

Salary system is an important part of the stimulant system in state-owned bank .A reasonable salary system can not only inspire the employee's activity and innitiative which will help them to struggle for the goal of the commercial bank ,but also can abstract and keep a high qualified employee team in the competitive human resource environment . It is very important for the state owned commercial bank of china to utilize the activities of the employees by building up a scientific salary stimulant system under the tide of globalization. The article select the salary stimulant system in the state owned commercial bank of China as the research object and set out several evidences and suggestions for the reformation of salary system in the state owned banks of China though the systematic analyses and finally set forth the rationality and deficiency of the salary stimulant system in state owned banks of China.This article gets the following status through introducing and utilizing the basic theories and principles of salary stimulant system and analyzing the status and problems of the salary stimulant system : The salary and efficiency is rather low .The salary system structure is not reasonable .The salary gap is rather large and relativity between salary and achievement is not uniform. Pointing out that the lag of salary stimulant system reformation and lack of scientific research and market competitiveness are the most important reason of the problems of the human power losing ,operation energy shortness and systematic strength lack., all of which lead to the problems of existing in the human resource and personal strategic management of state owned commercial banks . After the above research ,this article set forth the method of designing the salary stimulant system of state owned bank of China by building up the compressed organization suitable for modern enterprise system ,improving the management mode of state owned commercial bank though wide range of salary which must consider the market competitive factors ,building a scientific achievement index system ,adjusting the structure of salary ,paying attention to the long term inspiration and implementing self-help welfare plan.