Research On The Optimization Of ZZ Credit Cooperative's Salary System

According to the organization’s strategic development goal,ZZ credit cooperative carried out organizational flattening reform to adapt to the change of internal and external environment.Based on this background,this article taking the compensation management system during the reforming progress as the research object,analyzed the situation of human resources and compensation management of ZZ credit cooperative in the first place,and found that the compensation system was lock into the flowing problems:lacking of systematic salary strategy planning,lacking of horizontal competitiveness and lacking of internal differences.The main reasons of these problems is that its compensation management system was not in a timely manner to adjust the corresponding systematic during the flattening reform,which making ZZ credit cooperative’s salary strategy couldn’t keep up with the requests of the development of the organization’s strategic goals.In particular,that is lacking of strategic concept of salary,lacking of individualized concept of salary management,and at the same time,the corporate culture of ZZ credit cooperatives needs to be improved.Then,based on the analysis results of internal and external operating environment,and with the using of the expert interview method and Delphi method,this study determined the salary strategy and salary strategy measures of ZZ credit cooperative.Finally,based on organizational strategy and compensation strategy,this research has designed the salary strategy implementation plan,including the content of the compensation design,pay levels design based on the rank and compensation design based on the function.Additionally,put forward safeguard measures from the angle of credit cooperative operation management for the compensation strategy implementation: unified cognition,organization guarantee,system guarantee and information system security.The content was conducted by basic salary,performance salary,reward wage and welfare treatment.For the salary level design,the following strategy is adopted and the basic salary level was divided into 23 grades,with a corresponding salary level range for different post levels.The salary design based on function elaborates the salary composition of all aspects and the key points of performance assessment from the aspects of credit business department,business network,credit cooperatives,central cooperatives,department manager customer manager and so on.By introducing the theory of personalized human resource management and compensation management,this paper studies the formulation and implementation of the salary strategy of ZZ credit cooperative.Combining theory with practice,this paper provides the optimization scheme of salary strategy for ZZ credit cooperative,and provides reference for the human resource management of local financial institutions.