Research Of The Compensation System For Investment Adviser Of HTSC Securities Co.,Ltd

Since the reform and opening up,China's economy has developed rapidly.The financial industry,as the principal institution for regulating a country's macro-economy,is facing unprecedented challenges.The securities industry,as one of the most important parts in the financial industry,is facing in its historic development opportunities.As one of the top three securities companies in the securities industry,the research on the compensation system of HTSC can be used for reference to the whole industry.A scientific and reasonable compensation system is extremely significant for the attraction of talents.On the other hand,talents are the basis for enterprises to improve their core competitiveness and profits,as well as to be based on the market for a long time.Combined with the theoretical basis of compensation management,this research makes an in-depth study of the composition and shortcomings of HTSC's compensation system.In addition,this research also redesigns its compensation system to help the company establish a reasonable management system of human resources,to improve employees' satisfaction and cohesion,and improve the internal and external competitiveness of the company.The main contents of this study include:This paper investigates the compensation of HTSC's investment consultants by means of literature research,questionnaire and interview.It finds that HTSC has some problems,such as poor external competitiveness of compensation level,lack of fairness in bonus distribution,and too much interference in assessment factors from company level.It also provides solutions to these problems,designs a more scientific compensation structure,and helps HTSC to solve the fairness To improve the incentive and external competitiveness.It is specifically divided into the following items:it is suggested that I branch remove or reduce the impact of "branch evaluation coefficient" and "quarterly settlement system" on the performance pay of investment consultants,reduce the branch's intervention on the performance bonus of grass-roots employees,improve the timeliness of bonus distribution,refuse a package of equal points when assigning tasks,improve the work efficiency of employees,and improve the net performance pay of employees The proportion of income generation,improving internal and external competitiveness,protecting the rights and interests of employees,etc.Due to the lack of research on investment consultants in domestic literature,the design conclusion of this paper has a certain guiding significance for the establishment of the salary system of investment consultants in the securities industry.