Study Of State-owned Commercial Banks To Pay Distribution System

With the gradual opening of finance industry,and the rising of the joint-stock Banks and the entering of foreign-funded Banks,the state-owned commercial bank is facing the intense market competition. Today, human society has entered the knowledge economy era of globalization, information and network, the role of human resources is more important than ever before Human resources become the key factor to the market competition,and the loss of talented people will be the biggest threat to the state-owned commercial bank. So how to attract the excellent financial technology persons has become the primary problem of state-owned Commercial bank's long-term stable development.The key to attract and retain talent person is to have a scientific and effective system of salary distribution. Salary is an important part of bank's incentives system. The reasonable payment system can not only stimulate employees'enthusiasm, initiative, and motivate employee to strive to work hard for the bank's target, improve bank's efficiency, but also attract and retain a highly qualified and competitive workforce under the competitive human resources of Knowledge Economy.At present, our four major state-owned commercial banks still preserve a certain degree of administrative colors in the salary distribution system, lacking scientific and reasonable incentive mechanisms, can not reflect the competition and lacking of internal fairness's, difficult to support the bank's business innovation and service improvement and affect their ability of market competition. Facing with such a tough competition situation, the state-owned commercial banks must improve their salary distribution system, mobilize the employees' enthusiasm and creativity,guide employee to innovate products and improve services and bank's performance, and thus to obtain advantages in the competition.An effective distribution payment system can not only offer competitive salaries to attract the best talents to join, but also stabilize the payment levels and ensure the internal equity within the organization, At the same time, distribution payment system must contact with job performance, so as to motivate employee's initiative. So we need to establish a pluralistic different incentive mechanisms and a scientific,effective performance appraisal system to analyze and assess the employee who comes from different levels and positions scientifically and contrapuntally, so that examination results can scientifically provide basis for the enterprise's human resource management and enable enterprise's incentive mechanisms function.This article starts with the incentive mechanism and performance appraisal system, analysing the present salary distribution system of state-owned commercial bank, pointing out the existing problems, comparing different approaches between domestic and foreign commercial banks, referencing the successful experience of foreign commercial banks so as to complete performance management system and incentive mechanisms of the state-owned commercial Bank.This research enable the bank gradually to establish and improve the salary distribution system that meet the requirements of the market development, enable different levels of staff achieve satisfaction in their post, mobilize all levels of person to work hardly, increase labor productivity and efficiency, and continuously push forward our bank's development, increase their competitiveness in the international community.