A Research On The Problems And Countermeasures Of Management Salary Incentives In Commercial Banks

For a long time,the salary management of commercial banks and the incentives of senior management teams have received widespread attention.In recent years,China’s commercial banks have gradually implemented a joint-stock system reform,and the compensation incentive mechanism has undergone a series of adjustments.The income of senior managers also fully reflects the market value,and the relationship with performance is getting stronger.Under this background,the compensation incentive mechanism of the top management team has become an important component of the corporate governance system of commercial banks.The satisfaction of the pay incentives of top management groups directly affects the operational performance of commercial banks,and the issue of the improvement of their incentive mechanisms has been attached universally attention.Therefore,this study focuses on the unique role of the executive team in the commercial bank compensation incentives,discusses the improvement measures of the executive incentive team compensation mechanism for commercial banks has important theoretical research significance and practical guidance value.The research defines the senior management team as an advanced management group composed of bank presidents,deputy presidents,financial managers,senior assistants,and department managers.Based on the analysis of compensation incentive measures and main issues of the senior management team of A commercial banks,combined with the fourdimensional improved model of salary satisfaction proposed by Schwab and Han,we constructed a survey questionnaire on the salary incentives of top management teams of commercial banks.Through questionnaires,we analyzed the improvement factors of the compensation incentive mechanism of A commercial banks senior management team,and identified five key factors: internal compensation gap,effectiveness of salary incentives,matching of positions and contributions,salary promotion standards,and types of benefits.These factors are related to the three dimensions of executive education,career years,and job levels.Based on the identified major improvement factors,industry-practiced methods and academic research focus on hot topics,the countermeasures and suggestions to improve the compensation incentive mechanism of A commercial banks were put forward.Suggestions such as optimization of performance evaluation criteria for executive compensation incentives and optimization of executive compensation internal and external incentives were discussed in detail.This study is oriented towards the younger,higher education,and higher compensation incentives in the new era.It analyzes the factors and countermeasures for the improvement of the compensation incentive mechanism of the senior management team in A commercial bank,which is conducive to the guidance of executive salary reform in the current A commercial bank practice.The innovation process has certain reference significance for the study of executive compensation incentives of relevant commercial banks,and can also provide a theoretical reference for further enriching the recognition of incentive factors for executive management teams.