【正文】 酬體系設(shè)計(jì)會(huì)關(guān)系到每位員工的切身利益，直接影響著員工工作的積極性和穩(wěn)定性。I / 40摘 要 21 世紀(jì)是人才競(jìng)爭(zhēng)的世紀(jì)，擁有高素質(zhì)的員工成為企業(yè)決勝市場(chǎng)的關(guān)鍵。而具有激勵(lì)性和競(jìng)爭(zhēng)力的薪酬對(duì)于吸收和留住人才、并發(fā)揮員工積極性具有重要的意義。本文通過介紹華夏銀行廣州大道支行（簡(jiǎn)稱華夏支行）的薪酬現(xiàn)狀,深入分析薪酬體系目前存在的問題并剖析其問題出現(xiàn)的原因，進(jìn)而建立起基于崗位分析與績(jī)效量化考核的全新薪酬體系，做到合理地定崗定薪與合理地拉開員工之間的薪酬差異，從而充分發(fā)揮薪酬積極的作用，激勵(lì)人才、吸收人才和留住人才。第一部分是緒論，介紹薪酬體系設(shè)計(jì)的研究背景及目的、研究方法和國(guó)內(nèi)外企業(yè)運(yùn)用薪酬體系的實(shí)踐經(jīng)驗(yàn)。第三部分探討現(xiàn)有薪酬體制存在的問題及其原因。薪酬體系設(shè)計(jì)是動(dòng)態(tài)變化，它會(huì)受到方方面面因素的影響，如受到經(jīng)濟(jì)環(huán)境、企業(yè)發(fā)展戰(zhàn)略、員工自身等因素的影響，沒有完美的模式。本文的研究是力圖真正解決該企業(yè)薪酬管理中存在的問題，節(jié)約人力成本、激勵(lì)員工，促使員工改進(jìn)工作，吸引企業(yè)需要的人才，留住核心人才，從而在人才競(jìng)爭(zhēng)中保持優(yōu)勢(shì)。s enthusiasm and stability.This paper Mainly introduces the Huaxia Bank Guangzhou Branch Road ( referred to as Huaxia branch bank ) pensation status, deeply analyze the salary system existing problems and the reasons , and in order to build the new salary system which bases on job analysis and performance appraisal of salary ,meanwhile make it reasonable give post salary and pull open difference between employee pensation differences, thereby give full play to the positive role of absorbing talent, retaining talent and encouraging talents. This paper is mainly divided into four parts. The first part introduces the design of pensation system about the research background and purpose, research methods , domestic and foreign enterprises for using the pensation system of practical experience. The second part will analyze the current pensation management of the Bank of Huaxia third part explores the existing salary system about problems and causes. The fourth part introduces designing a new salary system in order to solve the branch of the existing problem of the current salary system.Compensation system design has a dynamic change which will be affected by aspects of factors, such as the economic environment, the enterprise development strategy, staff themselves and other factors, And there is no perfect model. Therefore, when the market salary level and salary structure change, The enterprise should have corresponding changes according to its development strategy on the pensation level and structure. This paper tries to solve the enterprise salary management problems, saves manpower cost, motivate staff for improvement, and attract core talent, so as to keep petitive advantage.III / 40Keywords: salary system，encourage，reform plan，salary design目 錄1 緒 論....................................................................................................................................1 題目背景與目的 ............................................................................................................1 國(guó)內(nèi)外研究狀況 ............................................................................................................1 國(guó)外研究狀況.........................................................................................................1 國(guó)內(nèi)研究狀況.........................................................................................................3 題目研究方法 ................................................................................................................3 論文構(gòu)成及研究?jī)?nèi)容 ....................................................................................................42 華夏銀行廣州大道支行的薪酬管理現(xiàn)狀分析..................................................................5 支行的發(fā)展概況 ............................................................................................................5 支行人力資源管理現(xiàn)狀 .................................................................................................6 支行的組織結(jié)構(gòu).....................................................................................................6 支行人員構(gòu)成情況.................................................................................................7 支行薪酬管理的現(xiàn)狀分析 ............................................................................................8 支行薪酬管理現(xiàn)狀.................................................................................................8 支行員工薪酬滿意度調(diào)查...................................................................................113 支行員工薪酬存在問題及其原因分析............................................................................14 薪酬激勵(lì)制度不科學(xué) ..................................................................................................14 薪酬結(jié)構(gòu)不合理，激勵(lì)效果作用不大 ......................................................................14 薪酬的公平性受到置疑 ..............................................................................................14 薪酬激勵(lì)目標(biāo)短期化趨向嚴(yán)重 ..................................................................................15 缺乏科學(xué)規(guī)范的績(jī)效考核體系 ..................................................................................154 支行員工薪酬管理體系的改進(jìn)........................................................................................17 支行薪酬體系設(shè)計(jì)目標(biāo)和原則 ..................................................................................17IV / 40 薪酬設(shè)計(jì)的目標(biāo)...................................................................................................17 薪酬設(shè)計(jì)的原則...................................................................................................17 支行薪酬管理體系的改進(jìn)思路 ..................................................................................19 薪酬管理體系設(shè)計(jì)與企業(yè)的特點(diǎn)相適應(yīng)...........................................................19 合理界定最應(yīng)該激勵(lì)的員工...............................................................................19 根據(jù)市場(chǎng)定價(jià)機(jī)制和不同的崗位系列設(shè)計(jì)其薪酬...........................................19 支行薪酬管理體系改進(jìn)的具體方案 ..........................................................................19 實(shí)行年薪制的行長(zhǎng)薪酬方案設(shè)計(jì).......................................................................22 部門經(jīng)理薪酬方案設(shè)計(jì).......................................................................................24 客戶經(jīng)理的薪酬方案設(shè)計(jì)...................................................................................26 支行柜員的薪酬方案設(shè)計(jì)...................................................................................28 其他薪酬待遇設(shè)計(jì).............................