Research On The Optimization Of Compensation System Of China Postal Savings Bank Of Y Branch

With the rapid development of economy and society in our country,the status of financial industry is more and more important.In recent years,due to the continuous development of the financial market,the number of banking institutions is also increasing,including many outstanding foreign banks and foreign holding banks,which also makes the competition between our banks more fierce.However,the competition among the big banks is still the competition for talents.Talent directly decides the development speed and height of an enterprise.To retain talent,enterprises need to strengthen the management of talent.Compensation system management plays a vital role in human resources management.As far as the employees are concerned,a reasonable salary system can bring positive promotion to the employees,help to improve the enthusiasm and creativity of the employees.Obviously,the salary system management is the noticeable important question,is the key difficult problem which urgently must solve.At present,the research on the compensation system of commercial banks in our country is mostly based on the analysis of commercial banks in big cities.Therefore,this paper takes Y Branch of Postal Savings Bank of China as an example,uses the method of literature research and questionnaire survey to carry out the research,mainly based on Maslow’s demand theory to compile the questionnaire,and then designs the specific implementation plan of compensation system optimization of Y Branch of Postal Savings Bank of China according to the bank’s own conditions and enterprise development.This study is of great significance to improve the staff satisfaction of Y Branch of Postal Savings Bank of China and attract and retain talents.At the same time,it can also be used for reference by other local bank outlets.