作　　者： ; (胡晔）;

机构地区： 中国工商银行

出　　处： 《金融论坛》 2005年第7期21-25,共5页

摘　　要： 笔者对当前国有商业银行员工普遍看重的激励因素进行了问卷调查,结果显示按注重程度高低排列依次为:薪酬、管理制度、同事关系、领导水平、晋升与培训、工作条件、工作本身、信息、奖励等。相比较而言,普通员工更看重“薪酬”的激励,而管理人员则更看重“管理制度”和“晋升与培训”的激励。激励机制所依托的制度形式中,薪酬制度是核心,而现行薪酬制度体系,“公平”不足和“透明”欠缺,使激励初衷难以完全实现,其根本在于未能很好地解决“为什么我不能当”和“为什么我不能做”的问题,为此,需要以“公平”和“透明”为原则,以系统化为准绳,以岗位职级认定为基础,以业绩价值管理为导引,进一步改进薪酬制度安排。 The author conducted a questionnaire on what incentive factors that staff in state-owned commercial banks are usually interested in at present.The result is as follows in order of interest degree:salary,management system,relationship with colleagues,leadership level,promotion and training,working conditions,the job itself,information,and incentives.Comparatively,ordinary staff attaches greater importance to 'pay incentive,' while executives are most concerned with 'management system and promotion and training.' In an incentive-based system,salary or pay constitutes the core.But the current salary system,which is relatively unfair and less transparent,cannot realize the intended purpose of incentives.The underlying cause of the matter lies in the failure to solve the problem of 'Why can't I be in that position' and 'Why can't I do that'.So,it is imperative to further improve the salary program following a fair and transparent principle which underscores post-based grade and performance base,while keeping the overall system in mind.

关 键 词： 商业银行 激励 薪酬 岗位 管理制度 激励因素 银行员工 国有商业 薪酬制度体系 公平

领　　域： [经济管理] [经济管理] [经济管理]