MBA教育中心知识库

国有商业银行业务发展源自基层行（地级市分行及所属支行和网点），基层行客户经理作为银行与客户直接交流的纽带桥梁，是银行创造效益的核心岗位，如何通过优化基层行薪酬体系，推动客户经理有效提升经营业绩，已经成为国有商业银行管理者必须持续关注的重要课题，只有构建科学完善的客户经理薪酬体系，才能吸引更多人才加入基层行营销服务团队，为银行各项业务稳健高质量发展提供内生动力。有鉴于此，国有商业银行客户经理薪酬体系优化研究，对于银行业务和员工职业发展均具有重要意义。

本文以农业银行湖南省衡阳市分行为例，对该行的薪酬体系架构、制度机制运行、绩效考核及发放实务开展了调研，从衡阳市分行薪酬体系的公平性、合理性和激励性三个角度对该行客户经理薪酬满意度展开问卷和访谈调研，分析并发现衡阳市分行客户经理薪酬制度、分配方案和执行机制等方面存在设计结构不合理、绩效考核不到位、实施效果有失公平以及间接薪酬缺乏灵活性等问题，作者依据薪酬激励相关理论，从岗位序列和晋升规划等多维度入手，完善宽带薪酬、改进绩效考核、发挥间接薪酬补充作用和强化薪酬实施保障措施，最终通过客户经理薪酬体系优化设计，最大限度激发客户经理业务积极性，推动企业经营发展再上新台阶。同时，望本文的研究，能为我国的国有商业银行进一步完善薪酬体系，激励客户经理职业群体凝聚向心力和提升归属感，进而有效增强银行创新能力和市场竞争力提供借鉴参考。

The business development of state-owned commercial banks originates from the grass-roots banks (prefecture level city branches and affiliated branches and outlets). As the link bridge between banks and customers, the customer manager of grass-roots banks is the core position for banks to create benefits. How to optimize the salary system of grass-roots banks and promote the customer manager to effectively improve the business performance has become the continuous concern of the managers of state-owned commercial banks Only by building a scientific and perfect compensation system for customer managers, can we attract more talents to join the marketing service team of grass-roots banks and provide endogenous power for the steady and high-quality development of various banking businesses. In view of this, the research on the optimization of the compensation system of customer managers in state-owned commercial banks is of great significance to the banking business and the career development of employees.

Taking Hunan Branch of Agricultural Bank of China in Hengyang city as an example, this paper conducts a survey on the salary system structure, operation of system mechanism, performance appraisal and payment practice of the bank, and conducts a questionnaire and interview survey on the customer manager's salary satisfaction from the fairness, rationality and incentive of the salary system of Hengyang city branch Based on the theory of salary incentive, the author starts from the position sequence and promotion planning to improve the broadband salary, improve the performance appraisal, give play to the supplementary role of indirect salary and strengthen the guarantee measures of salary implementation, Finally, through the optimization design of the compensation system of the customer manager, the business enthusiasm of the customer manager can be stimulated to the maximum extent, and the business development of the enterprise can be promoted to a new level. At the same time, I hope this study can provide reference for the state-owned commercial banks in China to further improve the salary system, encourage the professional group of customer managers to gather centripetal force and enhance the sense of belonging, and then effectively enhance the bank's innovation ability and market competitiveness.