Reconstruction Of The Pay System Of The National Development Bank Shaanxi Branch

Incentive behaviors are full of excitement and encouragement, and with no doubt, incentive salary is the most prevalent or the most effective in practice. It will be have long-term effect on the organization competitiveness to build up an effective or rational incentive salary system. From the intra-inter factors, the author analyzes the incentive salary system of CDB Shaanxi branch with modern incentive theory and salary theory. The author points out, four major problems exist: (1) salary level has not competitive advantage in the same professional market; (2) salary system does not adapt to develop strategy; (3) singular salary system and unreasonable salary structure; (4) performance examination system is not sound. In words, the incentive salary system of CDB Shaanxi branch is passive in the competition and has less effective incentive so that the reform of the incentive salary system is on the request.The author points out the restructure of the incentive salary system of CDB Shaanxi branch should accord on the basic principal of salary design. Based on one commercial bank example, connecting the characteristic of CDB itself, the author tries her best to put forward a new salary scheme. Connect strategy objective with salary design, the scheme adopts a model combined with basic salary and performance-related salary, and creates a new position system by redefining or re-appreciating position in branch, also defines salary grade or standard according the same professional market and human cost in branch. At last, for perfecting the salary system, the author has a brief discussion on performance examination.