Research On Optimization Of Performance Salary System For Staff In Wafangdian Sub-branch Of Bank A

Performance salary,also known as pay for performance,is a form of compensation in which organizations pay employees based on their job completion,while the measurement depends on the results of periodic performance assessment in the performance evaluation system.Scientific performance appraisal system and performance pay system can stimulate the efforts of employees,improve their enthusiasm for work,and unify their behavior with the performance goals,thus promoting the improvement of labor productivity and overall performance,which is the "incentive effect".At the same time,it also has the "selection effect",which can help the organization to screen out high performance employees,realize their retention,promote the improvement of staff quality,and help the organization to win competitive advantages.A is a state-owned commercial bank,it has undergone multiple restructuring and reform with the market-oriented development of China’s financial industry,the operation has gradually changed from the traditional administrative management model to the modern corporate governance model,and the salary distribution model has also undertaken several adjustments.However,since it has been transformed from a state-owned professional bank in the era of planned economy to the commercial and market-oriented operation after the reform and opening up,the modern human resource management system has not been established yet.The incentive mechanism with performance pay as the main body is still not perfect,the incentive function and effect of performance pay are not fully played out,also there are still many problems in the distribution process,leading to the employee turnover.Therefore,optimizing the performance compensation system is a vital task.Based on the actual situation of the current distribution of performance pay in Wafangdian branch of Bank A,this thesis analyzes the problems and deficiencies in the operation of the performance pay system through questionnaire survey method,and puts forward the optimization countermeasures with the theory of equity pay and efficiency pay.It is divided into six parts.The first part elaborates the research background and significance,then clarifies the research method and framework.The second part introduces the theoretical basis,then summarizes and reviews the relevant research literature.The third part introduces the general situation of the sub branch and performance compensation distribution scheme of Wafangdian sub-branch of Bank A based on the actual situation of performance compensation distribution.The fourth part carries out a questionnaire on Wafangdian sub-branch of Bank A.Based on the results of the questionnaire,it explores the deficiencies and reasons of performance pay distribution.The fifth part puts forward the optimization of the performance pay distribution scheme for all departments and branches,the optimization of the staffs performance pay distribution scheme for departments and branches,and the required safeguard measures in the optimization process of performance pay distribution.The sixth part is the research summary and the prospect of performance pay.