Study On The Optimization Of The Salary System Of The Grass-root Marketing Staff In X Branch Of A Bank

A reasonable distribution system is an incentive and value orientation that determines the success of an enterprise.Therefore,compensation management plays a vital role in the development of an enterprise.Under the background of continued downward pressure on the Chinese economy,increasing homogeneity of commercial banks,and the rise of non-state-owned banks and fintech companies,traditional state-owned banks have been greatly affected.If banks want to gain a foothold in the fierce competition,in the final analysis,they rely on talents.Facing increasing competition pressure,how to attract and retain talents has become a top priority for the development of large state-owned commercial banks.The research object of this article is the salary system.The salary system is an important part of the enterprise human resource management system,which conveys to employees what is valuable in the organization.The salary system mainly includes salary level and salary structure,and has established policies and procedures for paying remuneration to employees.This article defines the scope of the research as the primary marketing employees of a large state-owned commercial bank X sub-branch.The primary marketing employees refer to those who interact with customers to sell enterprise products and services.Combined with the actual situation of X sub-branch,the basic-level marketing employees mentioned in this article refer to the basic-level employees who have direct contact with customers and have marketing tasks,including tellers and account managers(including lobby managers,personal loan managers,etc.).This paper uses the methods of literature research,questionnaire survey and quantitative research to investigate the compensation satisfaction of the grass-root marketing employees in a large state-owned commercial bank x branch as a case.The purpose is to clarify the problems in the compensation system of X branch of a bank,analyze the causes of the problems in combination with the theory of wage determination,incentive theory and compensatory wage theory,and then put forward the corresponding measures in order to solve the problem that the development of X branch is restricted by talents,the introduction and retention of talents are restricted by the defects of salary system.It is found that the current compensation system of X branch of a bank has some problems,such as lack of external competitiveness,lack of internal fairness,and poor incentive effect.Based on this,this paper applies the theory of wage determination,incentive theory and compensatory wage theory to analyze the causes of the problems: the oversupply of the labor market leading to the low attention of the management,the unreasonable salary structure,and the poor correlation between performance and salary.Based on this,it puts forward to improve the salary level,introduce broadband salary to optimize the salary structure,and make the performance and salary reasonable linking with other measures to optimize the compensation system of X branch of a bank,which can provide reference for the branch to attract and retain talents in the current competitive environment of the banking industry,improve the satisfaction and initiative of employees,and then achieve the strategic development goals of the enterprise.