Research On Optimization Of Salary Incentive Scheme For L City Center Branch Of People's Bank Of China

With the pace of China's financial industry reform,opening up,and development,especially with the launch of China's new round of financial regulatory reform,the People's Bank of China,as China's central bank,has taken on a more arduous task.This puts new and higher requirements on the human resources management of the branches of the People's Bank of China.Salary management is the main content of human resource management and plays an irreplaceable role in attracting,retaining and motivating talents.Optimizing the salary incentive plan is of great significance to strengthening the team building of the People's Bank of China.This paper combines the actual salary management of the current grassroots People's Bank,and discusses how to effectively optimize the salary incentive plan based on the behavior of the People's Bank of China L City Center.This article is divided into six parts.The first part is the introduction,which introduces the background,research significance and research status at home and abroad.The second part introduces several concepts and theoretical foundations closely related to this paper:salary,salary management and Supply and demand equilibrium salary theory,needs level theory,expectation theory,fairness theory,human capital theory.The third part describes the status quo of the salary incentive plan of L downtown branch through case analysis and salary satisfaction survey,and points out the problems existing in the current compensation plan and the causes of the problems.The fourth part puts forward measures and suggestions for optimizing the salary incentive plan of L City Center Branch from the aspects of salary level decision,job classification management,job performance salary distribution and job performance appraisal.The fifth part elaborates the matters and safeguards that should be paid attention to during the implementation of the compensation plan for the L City Center Branch.The sixth part expounds the conclusions and prospects of this paper.Although this paper studies and analyzes the optimization of salary incentive schemes in the case of L city center behavior,it is also suitable for other grassroots people's banks.Optimizing the salary incentive plan at the grassroots People's Bank is not only an objective need to attract,retain,and motivate talents,but also a realistic requirement for the grassroots people's banks in the new era to perform their duties.The innovation of this paper is that in the grassroots People's Bank with strong official-level culture,the post performance-based salary distribution plan based on post value orientation and performance orientation is proposed,and the mode of post classification management of the basic people's bank is discussed and adopted.The "Internal Position-Equilibrium Method for Employee Supply and Demand"determines the performance pay distribution coefficient of each position,which provides a reference for the grassroots People's Bank of China to optimize the salary incentive plan.