Research On The Optimization Of Employee Compensation System Of G Commercial Bank F Branch

Finance is the core of modern economy and an important force to promote economic and social development.In order to gradually adapt to the development of the financial sector,commercial banks must also speed up the reform of the compensation system.A reasonable and effective salary system can effectively promote the development of banks and motivate employees to actively implement the development strategy of banks.Therefore,many commercial banks often attract and retain talents by adopting competitive salary income,reasonable distribution of employee performance and rich welfare payment methods.At present,F Branch of G Commercial Bank is trying to improve its own compensation mechanism under the framework of the head office,but there are a series of problems in the compensation system implemented,which deviates from the real needs of employees,resulting in insufficient internal motivation of employees,which is not conducive to the sustainable and stable development of the bank.Therefore,the salary system of F Branch of G Commercial Bank should be continuously improved according to the demands of employees,the development status of the bank and the changes in the external environment,so as to stimulate the enthusiasm of employees,better play their functions and help the healthy development of the national economy.Combining case analysis,questionnaire survey and unstructured interview,this paper first mentions the background of the topic selection,research significance and domestic and foreign scholars’ research on salary system optimization,then introduces the concept of salary and salary system,as well as the two-factor theory,Maslow’s hierarchy of needs theory and equity theory.On this basis,the current situation of the salary system of F branch of G commercial Bank is analyzed mainly from the four aspects of the salary system: basic salary,bonus,allowance and welfare.At the same time,a questionnaire survey was conducted on the rationality of the salary system structure,the fairness of the salary system,the incentive of the salary system and the rationality of performance appraisal,and the questionnaire results were analyzed to explore the problems and causes of the salary system of F Branch of G Commercial Bank,and to design the optimization plan and safeguard measures of the salary system of F branch of G Commercial Bank.The current problems in the salary system of F Branch of G Commercial Bank mainly include four aspects: the lack of rationality in the salary structure;The distribution of post wages is not fair;The distribution of performance bonus lacks incentive;Simple system of employee allowances and benefits.The main causes of these problems are: unreasonable compensation structure ratio;The standard of job salary evaluation is too simple;The evaluation standard of bonus is not reasonable;Allowances and benefits lack human care.This paper puts forward suggestions on the direction of salary system optimization from four aspects: salary structure,basic salary,performance bonus,allowance and welfare,respectively,to refine the salary structure of different positions;The basic salary is optimized by the post pay point plan;Optimize the bonus assessment model and ensure transparency;Adopt flexible welfare system to optimize allowances and benefits.Finally,the safeguard measures are put forward from three aspects: culture,system and organization.Through the research of this paper,it can solve the problems for the optimization of the salary system of F Branch of G commercial Bank,and play a certain role in the optimization of the salary system of other branches.Through the research of this paper,a relatively complete investigation and analysis of the current compensation system of the bank is carried out.By optimizing the compensation system of F Branch of G Commercial Bank,the first step to resolve the outstanding contradictions and problems of the bank is to solve the compensation distribution problem,ensure the stability of the team,ensure the healthy,stable and rapid operation of the bank,make the bank’s compensation system more legitimate,fair and incentive,and stimulate the work enthusiasm and innovative spirit of employees.Make the bank’s compensation management work towards the road of benign development,in order to adapt to the development needs of enterprises under the new situation.At the same time,it is also expected to play a reference role in the development of compensation management in other commercial banks.