Research On The Salary System Optimization Of DT Bank

With the opening of the financial industry,the impact of the development of Internet finance,town banking and other industries on modern commercial banks,the competitive environment for commercial banks is becoming more and more complex,and the phenomenon of brain drain is changing more frequently.As a local commercial bank,DT Bank has also faced the problem of brain drain in recent years.As the core of human resources,an efficient salary system can enable the bank to quickly attract outstanding candidates,enrich the quantity and quality of human resources and gain a comparative advantage and dominant position in the fierce and changeable market competition environment.Therefore,optimizing the current salary system of DT Bank will help the bank fully stimulate the morale and enthusiasm of employees,attract and retain talents,and make a substantial breakthrough in the future development of the bank.This article takes the DT bank as the research object,takes its salary system as the research objectand uses the famous theory of the salary system as the starting point,founds out the problems existing in DT Bank's current salary system by analyzing the current status of the DT bank salary system,and combining with the information review,questionnaire surveys and interview results,then explore the cause of the problem and demonstrate the necessity of implementing salary optimization and improvement.Based on the principles of the design of the salary system,this article puts forward suggestions and countermeasures for the optimal design of the salary system,so as to help DT Bank to solve the problems in the salary system,and achieve the purpose of attracting more talents and improving the competitiveness of the bank.Specifically,in this paper,through the research on the topic of "optimizing the compensation system of DT Bank",it is found that DT Bank currently has a single compensation structure and lack of long-term practicalincentives;unreasonable performance compensation distribution;low satisfaction;Insufficient external competition;lack of flexibility in welfare policies,lack of attention to non-economic compensation,etc.,and based on the actual situation of DT Bank,optimized the compensation system,including enriching the composition of the compensation structure,introducing Long-term remuneration;scientific analysis of the value of the post through job evaluation;strengthening the link between performance remuneration and positions and abilities;optimizing the performance remuneration distribution plan;improving the flexibility of welfare policies and improving non-economic remuneration and other measures.Finally,a series of implementation safeguard measures were designed,including ideological guarantees,organizational system guarantees,and communication and complaint feedback mechanism guarantees,to ensure that the optimized salary system can be implemented smoothly.