Perfection Of Compensation Incentives A Branch Of China Construction Bank

In the trend of economic integration and the knowledge economy era of worldwide human resources has become enterprises to obtain and maintain a competitive advantage key element in how employees pay system to attract, retain and motivate talented people to occupy a central position. How to build with incentive pay system will be designed to work at all levels of remuneration incentive system to a higher strategic level, with far-reaching significance.In recent years, with the joint-stock reform and listing of China Construction Bank, directly facing the dual challenge of international and domestic capital markets, but also by the other joint-stock banks and foreign banks challenges and competition, how to stand out in the competition for talent, the establishment of an international competition force compensation system is a major problem currently facing the CCB A branch. In practice the state-owned commercial banks, and I deeply feel the pay system has become a key constraint organizational work of sustainable development, has become one of the most important issues managers are most concerned about.In this paper, the pay system A status CCB branch staff, and employee incentive pay system using a series of related theory, the existing salary management system for analysis and discussion. By A branch of China Construction Bank analysts pointed out that staff at all levels in the presence of the incentive pay system unclear objectives, lack of motivation, poor remuneration resources ROI inflexible salary system and other issues. Aiming at the CCB A branch staff salary management system for the existing problems, comments and suggestions, including improved salary structure, optimize the index system, a clear incentive-oriented oriented thinking, for all levels of staff CCB A branch design a more reasonable salary management system, through the establishment of incentive pay system, to enhance the core competitiveness of China Construction Bank branch A and sustained profitability.The main theoretical basis of this paper is to incentive compensation, remuneration system for CCB A branch staff made a series of improvement and optimization measures, especially the performance of the proposed wage payment methods, assessment of dynamic indicators, flexible benefits, salaries and other measures the difference between hope In this paper, through the analysis of the A branch of China Construction Bank to improve the current system of remuneration and improved to provide a reference value.