Research On The Optimization Of Customer Manager Compensation Management In D Rural Commercial Bank

With the rapid development of market economy,intensifying competition between the banking sector,the core of the talent competition has become each big bank resources,customer manager as a line of the bank staff,plays an important role in the development of the enterprise performance,this paper,taking D agri-businesses behavior,analyzes the bank customer manager compensation management,and further puts forward the concrete optimization scheme.At first,this paper expounds the existing relevant concepts and theories of compensation management,and the bank employee compensation management,summarized the related research at home and abroad,combined with the existing theoretical research and practical work experience,from the internal pay equity,compensation,performance appraisal,employee benefits and compensation of external competitiveness structure of five dimensions,research customer manager compensation management status,A comprehensive understanding of the shortcomings of account manager compensation management.Next,the corresponding survey samples were obtained by online questionnaire and statistical analysis was conducted.The following problems were found: first,the position evaluation of account manager was not accurate and the salary system was not adjusted timely,which resulted in low perception of internal justice in salary incentives;Second,the salary level of account manager is low in the industry,and lack of spiritual reward for employees;Third,the disconnection between performance appraisal and strategic development;Fourth,the compensation structure is unreasonable,the proportion of performance pay is low,and the long-term and short-term incentive structure is unbalanced;Fifth,the welfare is not perfect,the legal welfare level is low,the lack of flexible welfare policy,the staff training effect is not good,the promotion channel is narrow and so on.The main reasons for the problems in compensation management are the lack of strategic understanding in the formulation of compensation management and the lack of scientific evaluation and communication feedback mechanism in the implementation of compensation management.At last,specific optimization strategies are proposed for compensation management from the aspects of enriching post indicators to improve the internal equity of compensation,paying attention to market changes to improve the compensation level,improving the performance appraisal management of account managers,enriching and further optimizing the compensation structure,enriching the compensation and welfare and improving the promotion mechanism.In addition,it provides necessary guarantee for the implementation of optimization strategy of salary management for account managers from various aspects,such as attaching importance to salary management and setting up salary management committee,improving salary management system based on strategic development goals,establishing reasonable salary communication and feedback mechanism,insisting on fairness and creating a good cultural atmosphere.