【作者】 陈婷；

【导师】 王仁祥；

【作者基本信息】 武汉理工大学 ， 金融学， 2007， 硕士

【摘要】 中国加入WTO后,外资银行大量涌入,国内银行业的竞争变得更加激烈。随着外资银行员工本土化的发展和国内股份制商业银行的日益壮大,国内外银行机构争夺的热点和重点是经营管理方面的高级人才。银行作为现代金融业的经济核心,是以高附加值为标志的产业,依托知识为基础的服务将成为其主要的利润源泉,人才将是金融企业最大的财富和资本。外资银行拥有先进的管理经验和良好的管理机制,尤其是有一套科学的薪酬体系来发挥激励作用,外资银行的工资、福利不受我国政策限制,可给予高级人才优厚的报酬,并与个人能力、贡献紧密挂钩,奖罚分明,这都是国内银行所无法比拟的。外部市场竞争优势的取得和发展的不竭动力来源于内部良好的管理运行机制和竞争机制,而同国外商业银行竞争激励约束机制的接轨任务艰巨,如果不能在劳动报酬分配制度上有重大突破,很难留住人才,并进而导致中资银行竞争力的下降,因此,要加强内部机制的大力改革。建立科学、高效的激励约束机制对于推动商业银行改革,完善我国商业银行的治理机制,提高商业银行运营效率,具有十分重要的现实意义。本文集中分析商业银行激励约束机制的构建和完善问题,结构如下:第一章是导言,提出论文的研究意义,简要概括国内外相关研究的状况,对论文整体思路和内容进行介绍;第二章评述国内外激励约束理论,为对商业银行的研究奠定理论基础;第三章对我国商业银行经营者经济激励约束机制存在的问题进行归纳总结;第四章比较国际商业银行常见的报酬机制模式并总结其成功经验;第五章设计我国商业银行的激励约束机制,提出将剩余分配与经营绩效挂钩和期权激励的具体经济激励策划,强调长期激励。论文从实际情况出发系统分析我国商业银行激励约束机制中存在的问题,对一些具体政策和措施进行了考察;提出改进的具体建议。主体部分各章的分析都是在商业银行委托代理理论基础上展开的,逻辑较为清晰,论证较为严密,分析紧密结合我国商业银行实际,结论和政策建议具有较强的现实意义。更多还原

【Abstract】 After China became a member of WTO plenty of foreign banks pour in and the competitions among domestic banks become more intense. With the development of the localization of staff in foreign banks and the development of domestic stock commercial banks, what all banks scrabble for is the talents of business administration. As the economic core of finance industry, banks have high additional value, and offer services on the basis of knowledge, talents will become the most treasure and income. Foreign banks possess advanced management experiences and perfect management mechanism. Especially they have a set of scientific compensation system to bring encouragement into play. The salary and welfare of foreign banks which are not confined by our policy are high and are closely related with personal capability and contributions. And also foreign banks put the shot on the right foot. These are all past compare with domestic banks. The acquirement of competitive advantage from outside market and unexhusted motivation rely on the inside operation and competition mechanism. But reaching the international level is very difficult, if there’s no breakthrough on allotion system of label reward, it’s hard to attract the talents, and it will lower our competitiveness. Thus we should intensify the reformation of inside mechanism.To make scientific and eficiency incentive-restrictive mechanism has significantly realistic sense for reformation, govenance mechanism and operating eficiency of commercial bank. This paper is focus on the design and improvement of incentive-restrictive mechanism, it contains: the first chapter is foreword, which brings forward the study significance, makes a brief survey of related studies and recapitulates the main contents; the second chapter comments national and international incentive-restrictive theories, as a base for analyzing commercial bank; the third chapter summarizes existent problems of commercial bank’s incentive-restrictive mechanism; the forth chapter gives the comparision of common compensation machanism of international commercial bank, and concluds their successful experiences; the fifth chapter designs the commercial bank’s incentive-restrictive mechanism, issues that surplus distribution should establish links with managing performance, and also discusses option incentive machanism,emphasizing long-term incention.This paper analyzes practical problems and makes a few proposals about the improvement of the Chinese commercial bank’s incentive and restrictive mechanism. In a word, the paper’s logic is clear, the argumentation is strict, theoretical analysis is closely related to the commercial banks’ practice, and the conclusions are realistic.更多还原