Study On Optimizing Salary System Of H Commercial Bank Dalian Branch

Since 2020,the global economy has been shadowed by the influence of COVID-19.The financial industry is affected by the macro environment and is facing greater pressure of development.Commercial banks based on asset liability business are in the period of strategic transformation.The deterioration of the external situation and the fierce competition of Internet financial institutions have brought a great test to the development of bank s.In the environment of internal and external troubles,strengthening internal management,optimizing the design of salary system,retaining and giving full play to excellent human resources have become the basic consensus for banks to deal with external competition and internal contradictions.Commercial banks are the main part of the financial industry.Commercial banks provide important financial support for personal economic life,enterprise scale expansion,infrastructure construction and various industrial development.Relying on the support of the head office,H Commercial Bank Dalian Branch was officially established in 2007.After early organizational structure adjustment,the branch quickly entered the stage of rapid development and made important contributions to the development of regional economy and financial market.However,with the reform and development of the whole financial system,H Commercial Bank Dalian Branch has exposed serious salary problems.More and more financial talents are lost due to salary dissatisfaction,which seriously restricts the strategic development of the branch.How to establish a modern salary management mechanism that meets the needs of employees and branches has become the top priority of the new round of financial system reform.Combined with the current macroeconomic situation,this paper studies the current situation of brain drain and human resource management of H Commercial Bank Dalian Branch,discusses the loopholes in the design of salary system,and puts forward targeted countermeasures to promote the further development and improvement of the salary system of H Commercial Bank Dalian Branch.In the research,this paper focuses on four aspects:first,through questionnaire survey,understand employees’ salary satisfaction,and reveal the problems such as low matching between salary system and organizational strategy,weak external competitiveness of salary,insufficient internal fairness of salary,unscientific salary content and so on;Second,combined with the questionnaire survey results and problem diagnosis,formulate the salary system optimization plan,focusing on improving the competitiveness of the salary industry,strengthening the matching of salary strategy,improving the internal fairness of salary and improving the salary management system;Thirdly,in view of the low correlation between post salary and post value,the factor point counting method is used to design the broadband salary system,set the post starting salary point based on post evaluation and job analysis,and solve the problem of horizontal salary adjustment;Fourth,increase the proportion of incentive salary,enrich non economic salary items,further improve the salary system structure of employees,and strengthen employees’ material incentive,spiritual incentive and humanistic care.According to the basic idea of background introduction-problem diagnosisresponse and solution,this paper fully reveals the salary system of H Commercial Bank Dalian Branch under the new economic situation,which is of positive significance for the salary reform of H Commercial Bank Dalian Branch,and provides reference for the salary system design and talent stability of the same type of commercial banks.