The Redesign Of The Compensation System Of N Bank

In the increasingly fierce competition for enterprises, in addition to the competition of hard power, it also includes "software" competition like personnel. To maximum enterprise’s benefits, the enterprise decision makers must face the problem of how to integrate the interests of enterprise with employees more closely, so as to form the beneficial development in the same direction. With the problem fixed, enterprises will be able to meet the challenges and re-create glory; otherwise they may be eliminated. Obviously to enterprises and employees, the salary system of enterprise and its construction is crucial. Therefore, this paper is trying to solve the problems of how to construct a reasonable salary system, and how to reflect the system’s effective incentive characteristic. Under the external environment of the current pay development of China’s banking, taking N bank as the realistic basis, fully considering its actual operation situation, and combining with the theory of salary design, this paper establishes a set of scientific salary system, in order to improve operational efficiency and sustainable development capacity of N bank.During the study of constructing banking industry’s incentive salary system, by combining theory, science, practice with innovation and surrounding the research goals and research contents, this paper has used a variety of research methods and approaches. In the study process, under the guiding theory of management, human resources management and salary management, combining the actual situation of N bank, this paper uses a variety of analytical methods to analyze. As a conclusion, the following methods have been applied:(1) The method of on-the-spot investigation. Before writing this paper, a lot of research on N bank has been done, including information collection and collation, field investigation and interview, which provide abundant materials for writing the paper.(2) The method of literature review. The literature review of previous study results is an important method. This paper systematically reviews the research results of previous salary management and motivation theory. The previous academic achievements have been summarized from different aspects and angles, which paves the way for writing this paper.(3) The method of quantitative analysis. In the fifth part of this paper, the quantitative analysis method has been applied in the basic framework and assessment methods of the redesign of company’s salary system. From the index design to group and individual performance evaluation score calculation, the method of quantitative analysis has been adopted, which makes the performance evaluation more scientific and objective.The paper expounds the composition and the main methods of compensation system, analyses present compensation system of N bank, finds the problem of the existing salary system, and designs the new incentive compensation system aiming at the questions, which says future salary reform of N bank is stressed on performance assessment and construction management of salary, would give full play to the initiative, seize the guiding role of the compensation incentive, change the past employees’appraisal way according to their experience, and be the way that appraisal truly inspires employees’enthusiasm and creativity not is a form. The performance appraisal and salary are two important aspects, which complement each other, mutual reference, jointly promote, and mutual perfection. The compensation system reform of N bank aims to break the previous "leader first" standard", establish compensation system that pays salary based on the relative value of a position. Finally, the paper refers to the problems and suggestions for implementing the new scheme of compensation system of N bank.The main conclusions:1、analyzing the important effects of improving compensation system for enterprises to the overall strategic layout and management level through the overview of related theories of enterprise salary system and compensation mode.2、In the analysis of the salary system present situation and development of N bank, pointing out the existing problems of compensation system, mainly reflected in five aspects:the salary structure unreasonable, salary standard un science, salary distribution equilibrium, lack of performance evaluation mechanism, performance appraisal method unfitness. Based on the existing salary system, an incentive pay system is build of job analysis, job evaluation, and job level design etc in consideration of N bank actual operation,3、the compensation system of N bank should adhere to the scientific outlook on development as a guide, modern enterprise salary management requires an enterprise should be determined posts, establishment, personnel, and responsibilities and go on post evaluation, as duty and position value in accordance with equity and efficiency principle, Establish a compensation management system that pay salary for his post and work’s difficulty, value, Which should optimize the structure of salary deeply, perfect the incentive enterprise mechanism, promote the development of N bank.4、N bank compensation system for the existing salary system has been greatly improved, but this method also requires a lot of external conditions as guarantee. Therefore, the paper refers to some problems and suggestions to implement scheme of compensation system of N bank. Mainly includes six aspects:establishing performance evaluation office, perfecting the promotion work of the new salary system design, promoting job evaluation strictly, improving the post and performance appraisal system, strengthening management, improving salary scheme continuously.