摘 要
目前，我国金融业已经全面对外开放，外资银行和中小股份制商业银行纷纷进
入。外资银行和中小股份制银行凭借资金实力、管理经验等优势，给我国国有商业
银欧亿·体育（中国）有限公司带来巨大的人才竞争压力。为了在竞争中获得优势地位，国有商业银行必须
不遗余力的提高自身竞争力。根据中国目前的现状，薪酬激励仍是决定人才流动的
最重要的因素，激励机制是影响人力资本能动性的核心因素之一，是影响人力资本
效能发挥的“驱动力”。如何有效的激励员工，调动他们的工作积极性，对于商业银
行赢得和留住大量优质客户、在激烈的竞争中取得优势和提高业绩具有非常重要的
意义。

自上世纪以来，企业层面的宏观薪酬管理激励理论在国内外经济学者们的共同
努力下不断发展和不断完善，形成了一系列科学的薪酬激励理论。我国国内学者在
国有商业银行的人力资源管理、薪酬管理、薪酬结构、薪酬体系设计等方面的研究
也取得了较为丰硕的成果，但薪酬激励方面的研究相对较少，已有研究也主要是对
于国有商业银行高管人员的薪酬激励的研究，对国有商业银行尤其是国有商业银行
基层机构的薪酬激励的研究较少。

本文将唐山建行基层机构薪酬激励问题作为研究对象，对唐山建行基层机构的
薪酬激励状况进行分析，总结目前唐山建行基层机构在员工薪酬激励方面存在的问
题和不足，结合经典薪酬激励理论对如何完善唐山建行基层机构薪酬激励提出建议
和对策。文中一些具体的分层次的激励策略通过实践运用已经取得了初步成果，希
望借此研究帮助唐山建行基层机构的薪酬激励机制建设实现进一步提升，找到真正
符合其发展规律，并能促进其提升的合理模式，不断提高唐山建行综合竞争力。

关键词：唐山建行 基层员工 薪酬激励II
Abstract
At present, China's financial industry has been fully opened, foreign banks and
joint-stock banks poured into. Foreign banks and joint-stock banks, by virtue of its
financial strength, management experience, and other advantages, bring huge competition
pressure of talents to China's state-owned commercial banks. Thereby, the state-owned
commercial banks must make great efforts to create its own unique core competitiveness
to remain invincible in the competition. According to the present situation in China,
High-salary incentive is still the most important factor which determines the flow of
talents, and it is a very important tool of human resource management. Incentives are
regarded as driving force of human capital performance, is one of the key elements of
the human capital initiative. Also, bank financial field is a high value-added industries,
relying on knowledge-based services will become its main source of profit. How to
effectively motivate staff, arouse their enthusiasm of work, for the commercial banks to
win and retain a large number of high-quality customers, to get advantage in the
competition and enhance performance has very important significance.
Since the 20th century, macroeconomic salary management incentive theory in the
enterprise level by the joint efforts of domestic and foreign economists is developing and
perfecting constantly, formed a series of scientific salary incentive theory. China's scholars
obtained relatively plentiful and substantial achievement in human resources management,
salary management, salary structure, pay system design and other aspects of the study in
the state-owned commercial banks. But there are few studies in aspects of Salary Incentive,
studies are mainly on the salaries of executives incentive research of the state-owned
commercial bank, less research for the salary incentive of base-layer staff in state-owned
commercial banks.
In this article, salary incentive for the Grass-roots staffs in Construction Bank
Tangshan Branch are as the object of study, we make analysis on the current situation ofIII
salary incentive for base-layer sectors, discover the problems and deficiencies in this field,
and combine with the classic pay incentive theory, try to give suggests and measures on
how to improve the construction of base-layer salary incentive in Construction Bank
Tangshan Branch. Some specific hierarchical incentive strategy through practical
application has achieved initial results.
Hoping to help the construction of base-layer salary incentive organizations of
Tangshan Construction Bank, and find really suitable mode for its use, which can promote
its development, and achieve continuous improvement in overall competitiveness for
China Construction Bank Tangshan Branch.
Key Words: China Construction Bank Tangshan Branch Grass-roots staff
Salary incentiveIV
目 录
摘 要........... I
Abstract ....... II
1 绪论
1.1 选题背景 ....... (1)
1.2 研究目的与意义........ (1)
1.3 国内外相关研究综述 (2)
1.4 论文研究方法 ........... (5)
1.5 论文框架与研究内容 (5)
2 薪酬激励理论及研究成果综述
2.1 薪酬激励的概念内涵及设计原则 .... (7)
2.2 西方的薪酬激励理论及其现代发展 .......... (10)
3 唐山建行薪酬激励现状分析
3.1 我国商业银行薪酬激励的发展历程 .......... (18)
3.2 唐山建行的员工结构及特点 .......... (19)
3.3 唐山建行基层机构目前薪酬激励现状及基本结构 ........... (21)
3.4 唐山建行基层员工薪酬制度在激励性上存在的主要问题 ........... (25)
3.5 唐山建行薪酬激励体系存在问题的原因... (27)
4 唐山建行基层机构有效薪酬激励的构建
4.1 建立唐山建行基层员工薪酬激励机制的指导思想 ........... (30)
4.2 唐山建行基层机构员工薪酬激励方案设计的原则和目标 ........... (33)
4.3 唐山建行基层机构员工薪酬激励方案建立所需的配套环境........ (36)V
华 中 科 技 大 学 硕 士 学 位 论 文
4.4 唐山建行基层机构员工薪酬激励方案模式及实施 ........... (40)
结束语......(47)
致 谢......(48)
参考文献..(49)1