Optimized Design Of Salary System Of China Construction Bank JS Sub-branch

In modern enterprises,human resource is the key factor to determine the core competitiveness of enterprises,and the role of human resource management is becoming more and more important.As the core content of human resource management,salary system is also the top priority of the management system of state-owned commercial banks.It plays a very important role in human resource management and development.Since the global financial crisis,the internal and external environment faced by the state-owned commercial banks has become more complex.On the one hand,China's macro-economy is in the transition stage of old and new kinetic energy,requiring China's financial system to allocate financial resources more efficiently in order to support the structural upgrading of the real economy;on the other hand,in recent years,the deposit rate ceiling has been liberalized,private banks have been set up to accelerate the expansion of free trade zones,from Internet finance,industrial groups.As a result of the continuous influx of cross-border competitors,large state-owned banks,one of the core of China's financial system,are facing unprecedented challenges.As one of the four major state-owned commercial banks,China Construction Bank has been actively carrying out strategic transformation,putting forward three major strategies: rental,financial technology and inclusive finance,constantly adjusting the operating structure and improving the management system.As a branch of China Construction Bank,the original compensation system of JS branch lacks incentive mechanism,has strong staff mobility and high brain drain rate.In order to cope with the fierce market competition environment,this paper aims to design a reasonable and scientific incentive compensation system suitable for the healthy development of China Construction Bank JS Branch,and lay a solid foundation for the branch to improve its competitiveness and sustainable development.The first part of this paper mainly elaborates the research background,research purpose,research significance of this paper,including the importance of the compensation system,the status of the banking industry and the background of the enterprises under study;the second part is the current situation of the compensation system of the JS branch of China Construction Bank,including the foundation of the JS branch of China Construction Bank.This situation,the company's salary management survey and due to the management of salary management does not attach importance to and lack of advanced salary management concepts to guide,inaccurate salary level positioning,salary adjustment mechanism is not perfect,resulting in the company's salary strategy is unreasonable,the salary system is not perfect and the salary system satisfaction is low.The third part is the salary system optimization plan of China Construction Bank JS Branch,including the salary system design goal,the salary system design principle and the salary system optimization plan of China Construction Bank JS Branch.Demand survey,salary positioning,salary structure,clear salary level and implementation of the salary system;the fourth part of the salary system optimization program implementation of security measures,including comprehensive system security and strengthen corporate culture construction;the fifth chapter is the conclusion of the study.This study will play a certain reference role in the optimization and development of the compensation system of JS branch of China Construction Bank,and it will also provide some reference for the salary design of other banking financial institutions.