Research On The Optimization Of The Salary System Of The Corporate Banking Positions In A Bank J Branch

Since entering the 21st century,urban commercial banks of our country have entered a rapid development stage.After 20 years of development,our country has formed the banking competition of state-owned commercial banks,joint-stock commercial banks,regional urban commercial banks,rural credit system and village banks.Different from Europe and the United States,Chinese commercial banks are highly similar in the operation of business and financial products,only in the service objects and regions have slight differences,unable to form their own unique business models and competitive advantages.Therefore,as a labor-intensive industry,commercial banks are most likely to reflect their core competitiveness is the professional quality of employees,and the establishment of a good talent system is crucial to improve the comprehensive competitiveness of commercial banks.Reasonable and fair,incentive and strategic compensation system mechanism is exactly the key to attract talents and drive talents to display their abilities.As a newly merged local city commercial bank in Shanxi Province,A Bank has greatly changed its personnel,positions and asset-liability structure during the merger of the original five city commercial banks,so in order to better serve the regional economy and improve the asset quality and profitability of A Bank,it is urgent to improve the company’s business financial service capabilities and the company’s business employee service capabilities.As A municipal branch of Bank A in Jinzhong,J Branch accounts for a large proportion of the assets of the whole bank and plays a pivotal role in the development of Bank A.It needs to strictly implement the business strategy of the head office,promote the development of all businesses in tandem,and strive to achieve the business objectives issued by the head office.As the main force of the company’s business,the performance of the corporate banking managers directly affects the development of the branch’s business.Therefore,J Branch needs to design a scientific and effective performance compensation system for corporate banking positions,strengthen the performance management of employees in corporate banking positions,effectively motivate employees in corporate banking positions,steadily develop the corporate banking business,and achieve the strategic goals of the whole bank.This paper focuses on empirical research.By analyzing the current salary management system of business positions in J Branch,and by means of questionnaire survey and employee representative interview,it finds that employees in business positions of the company have low satisfaction with the current salary system.Through further collation and analysis,it is found that there are some problems in the current salary management of corporate business positions of J Branch,such as salary structure inconsistent with business status,lack of fairness of post salary,poor incentive effect of performance salary,lack of competitiveness of salary,welfare system to be improved,and poor promotion channels for employees.On this basis,by sorting out the principles and objectives that need to be adhered to in the optimization of the salary system,this paper further defines the design ideas of the optimization scheme,and finally determines the following optimization scheme: Adjust the salary system structure,improve the fixed salary level;Adjust the structure of benefits and compensation to meet the individual needs of employees;Improve pay transparency and narrow employee "expectation gap";Improve the staff promotion system.Finally,according to the results of research and analysis,safeguard measures are proposed to ensure the smooth implementation of the compensation optimization system.On the premise of meeting the strategic development goals of Bank A,the research results of this paper can not only innovate and optimize the salary distribution mechanism,but also improve the enthusiasm and loyalty of employees,and provide reference for the optimization of the salary system of other banks’ corporate business.