Research And Design Of The Employee Compensation System Of WZ Branch Of Zhejiang State-owned Commercial Bank

The salary system has become an essential part of commercial bank managementnow,in recent years,according to the development strategy of the bank,part of the state-owned commercial bank business process reorganization mechanism,accelerate the implementation of flat organization management,improve management efficiency.To a certain extent intensified grass-roots staff especially frontline employees who are dissatisfied with the original compensation system,they bring a new salary incentive problem,therefore needs to be optimized to design an effective incentive mechanism to adapt to the situation and the process of reform,mobilize the enthusiasm of the staff.This paper from the salary theory and broadband salary theory,combining the research methods of literature research,case analysis,through the study of Zhejiang state-owned commercial bank WZ branch,analysis the lack of the current salary system,targeted proposed forward suggestions to improve the compensation system of WZ branch.First of all,the paper analyzes the current situation of the salary system in WZ branch,on the basis of the analysis of the deficiencies in the WZ branch of the salary system.Analysis shows that the WZ branch of the salary system is partly feasible,overall,incentive compensation effect especially for the grass-roots staff is not ideal,internal unfairness leads to internal unilateral choice tendency to the backstage development position,the turnover rate is also increased year by year.Secondly,the paper further analyzes the WZ branch salary system problems,mainly including: lack of job evaluation,salary survey data obsolete;the current compensation structure lacks rationality;performance appraisal should be improved;the system is not perfect,supervision is not in place etc..At last,this paper proposes the improvement measures of WZ branch staff salary system which include the following four aspects: widening salary level rising pace;introducing payment management mode in the original position of broadband compensation framework;improving the performance appraisal system;optimizing salary incentive mechanism;perfecting the incentive mechanism of environment construction.By optimizing the design of compensation system,in order to mobilize the employees especially the enthusiasm and initiative of the frontline employees.And it promotes grass-roots staff to reduce staff turnover rate and to work hard to achieve business strategic goals,then achieve mutually beneficial purpose,and finally ensures the rapid development of the WZ branch to better serve the local economy.