摘要:薪酬激励机制是商业银行公司治理结构的中心环节之一。随着2006年中国银行业全面开放，外资银行纷纷抢滩，内资银行招藩，还有众多的非银行类金融机构染指新业务，共同角逐银行业。面对激烈的市场竞争，几大国有银行由于长期以来的激励机制缺位导致人才流失问题愈加严重。在此背景下，如何顺应银行国际化趋势，合理制定商业银行激励约束机制，是各大银行所面临的一个不容回避的问题。本文通过对中国建设银行衢州分行薪酬激励的研究,运用比较研究和实证分析得出其薪酬激励上的相关问题，总结经验，并对完善其薪酬激励机制提出相关建议，希望对于正处于薪酬制度改革的中国建设银行有所帮助。

关键词：商业银行；人力资源；薪酬激励

Abstract:Salary incentive mechanism is one of central link of commercial bank’s corporate governance structure. With  the full opening-up of china’s banking industry in 2006, foreign banks are entering into china’s banking market, domestic banks expand rapidly, and many non-banking financial institutions have also diversified  into new domains, competing for shares in the banking industry. Faced with fierce market competition, the absence of incentive mechanism for long have led to the problem of brain drain more serious  in state-owned commercial banks. In this background, how to follow the international trend of banks, draw up incentive and constraint mechanism reasonably, is a problem which can not be avoided. This paper will through  a comparative study and empirical analysis to obtain issues on salary incentives, summarize the experience and make suggestions to improve salary  incentive mechanism on China Construction Bank (here after “CCB”),hoping it will do some help to CCB’s reform of  salary  mechanism

Keywords: Commercial bank ;Human resource; Salary incentive

建立一套科学合理的薪酬激励机制，留住和激励核心人才，提升人力资本回报率是建行衢州分行人力资源管理的重点内容。结合以上，通过发展形式多样的薪酬激励，实行薪酬组合激励；建立科学合理的岗位评价，实行以岗定薪；在科学的绩效考评体系上，构建与绩效紧密结合的薪酬激励机制；大胆引进宽带薪酬，促进员工能力的提高；积极重视注重长期激励，引入人力资本理论；建立以人为本的薪酬制度，勇于制度创新；完善团队薪酬管理制度，促进团队合作；积极构建企业文化，重视企业文化在激励中的作用；充分重视薪酬调查，适时进行薪酬信息的披露等，相信对于建行的薪酬激励体制的建设必大有益处，必能能够充分激发员工的积极性，极大提高员工的凝聚力，向心力，实现企业与员工的双赢。当然薪酬激励理论在国内尤其是银行业的运用时间不长，建行衢州分行还需根据本行的实际情况结合当地实情去执行，这可能需要较长一段时期去摸索。