Compensation Management Analysis And Countermeasures Of Shenyang Branch,Bank Of Z

Compensation and effective compensation management which are a beneficial effect in many aspects for an organization:to motivate staff and teams to improve the overall performance of the organization; to strengthen its core values and organizational culture; to promote and facilitate the implementation of organizational change; to effectively reduce the cost of enterprise management; to reduce employee dissatisfaction on the compensation system to reduce conflicts and so on. Perhaps it was because the salaries and compensation management for enterprises with such a pivotal position, so almost all of the companies invested in this area a lot of energy, so did the banks. In2005the Bank of Z launched a joint-stock reform of the process, the following year, the branch Bank of Z in Liaoning province, according to the actual situation of the head office requirements and developed a specific salary wages, corporate welfare programs and the implementation of related policies. In2008, according to the total remuneration of provincial line management approach and administrative rules, Shenyang Branch established the staff remuneration system reform plan and implemented in the same year in November, and still in use. But with the rapid development of banking in recent years, among the industry more competitive, advanced compensation concept of continuous infiltration, and the requirements of internal staff mobility was increased, the current compensation management system was exposed to many problems exist, Human Resources Department to take appropriate measures urgently to be addressed. View of this, this paper studies on the compensation management system in the Bank of Z Shenyang Branch, analysis of the main problems, and combined with advanced theories and practical experience to propose solutions, hoping to provide an effective reference to the further development of the author and the bank.The first chapter is an introduction. It introduces the research background and significance, status of domestic and international compensation management, defining the scope of this study, research contents and methods, the paper structure. The second chapter introduces the theory of compensation management. First of all, it defines compensation, compensation management and compensation management systems, and secondly, it introduces the function and composition of remuneration, and then explains the main factors affecting compensation management and development trend, finally indicates Construction of compensation management principles to be followed. The third chapter describes the Bank of Z Shenyang Branch compensation management profiles. The fourth chapter introduces the main problems and causes of the compensation management system of the Bank of Z Shenyang Branch. The fifth chapter, on the basis of previous research paper, learning from foreign commercial banks to pay the successful management experience combined with their accumulation of the work experience, makes the Bank of Z Shenyang Branch compensation management system improvement. The sixth chapter is conclusion and outlook, which mainly summarizes the study of this paper and makes prospects for the further study, the aim of this study is to improve the remuneration of management system provide a reference of the Bank of Z Shenyang Branch and even the state-owned commercial banks.