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| 论文编号： | 364 | |
| 作者编号： | 052199 | |
| 上传时间： | 2008/1/6 14:37:19 | |
| 中文题目： | 中国农业银行天津分行薪酬激励研 | |
| 英文题目： | COMPENSATION INCENTIVE OF ABC | |
| 指导老师： | 武立东 | |
| 中文关键字： | 商业银行 薪酬 激励 案例研究 | |
| 英文关键字： | commercial bank compensation | |
| 中文摘要： | 薪酬激励是激励制度的重要组成部分，也是商业银行完善内部治理结构的重要内容。建立健全商业银行薪酬激励制度是完善银行内部治理结构的关键所在。其有效性直接影响到对代理人的激励效果，进而影响银行的经营效率。近年来，我国商业银行在薪酬激励建设方面进行了积极探索，但由于历史和体制等多方面因素的影响，目前我国商业银行的激励机制建设并未真正在深层次上取得实质性突破。研究并设计合理有效的薪酬激励制度应是商业银行激励制度建设的当务之急。 本文试图以中国农业银行天津分行为例，从我国国有商业银行的薪酬特征出发，站在战略的角度，对目前亟需解决的影响银行业发展的薪酬制度问题作较为系统的研究，并提出有效促进我国国有商业银行成长的薪酬制度。 文章首先在目前国有商业银行人力资源管理、尤其是薪酬管理十分落后这一问题的提出以后，系统综述了现代人力资源薪酬理论的最新研究成果以及我国银行业经营管理的基本理论和发展方向，为本论文确定了主要研究方向。 本文主体对中国农业银行天津分行薪酬激励制度进行个案研究。通过薪酬优化方案的设计来实现中国农业银行天津分行从原有薪酬分配制度到新型薪酬分配制度的转变。薪酬改革带来的直接结果就是要增强以高级管理人员为主体的核心员工的银行薪酬外部竞争力，提高以一线柜员为主体的一般员工的银行薪酬内部公平性，强调以员工持股制度和股权激励制度为主要内容的长期激励机制。在逐步实现银行价值最大化的同时，更加注重发挥人力资本的作用，注重员工实现个人价值。 | |
| 英文摘要： | Compensation motivation is the important component of motivation mechanism, and also of the governance structure of commercial banks. It is crucial for commercial banks to establish a sound system of compensation motivation so as to improve the bank's internal control structure. Its effectiveness directly affects the agent's motivation effects, thereby affects their operational efficiency. In recent years, the compensation motivation mechanism of China's commercial banks has been actively building exploration, due to historical and institutional, and other factors on China's commercial banks motivation mechanisms but have not really made a substantive breakthrough in the higher level. It is high time that commercial banks researched and designed reasonable remuneration and effective motivation mechanism. This thesis attempts to set Agricultural Bank of China, Tianjin Branch as an example, From a strategic perspective view on the features of China's state-owned commercial banks’ compensation, the paper studies the impact of developments in the banking industry to resolve the issue of remuneration system for a more systematic study and propose effectiveness in promoting growth of China's state-owned commercial banks compensation systems. The thesis first states the extreme backwardness in the current human resources management of state-owned commercial banks, particularly in the compensation management, then raises this issue of the latest research results of modern remuneration theory of human resources as well as China's banking industry management theory. This thesis mainly studies the case on compensation incentive mechanism of the Agricultural Bank of China, Tianjin branch. Through the development and optimization of practice, the Agricultural Bank of China, Tianjin branch changes a lot from the original distribution system to a new one. Compensation reform led a direct consequence of enhance of the external compensation competitiveness of the main core staff such as senior bank management, and internal fairness of the general staff salaries of the bank such as tellers, stressed that a system of employee shareholding equity incentive system and the long-term motivation mechanism should be established. In gradual realization of the maximum value of the bank, more attention shall be paid to play the role of human capital, to realize the personal value of staff, and good results will be achieved | |
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