mba证券员工薪酬管理由于最低佣金制度的颁布，证券公司营业部无法运用单纯的低佣金优势吸引客户，因此证券行业从单纯的价格竞争演变到服务产品、服务质量和服务佣金的竞争，吸引并留住高素质人才是提高服务质量的关键，而薪酬管理在吸引和留住人才方面起到至关重要的作用。然而，我国对薪酬管理的研究起步较晚，研究成果与国外薪酬管理研究有一定差距；而且，很多中小型证券企业并没有形成系统和科学的薪酬管理理念，导致薪酬管理的激励作用无法完全发挥。如何找出营业部薪酬管理的问题所在，并分析导致问题出现的原因，在此基础上指导营业部提出切实可行的改进策略，是本文的研究重点。
作为证券公司经纪业务载体的证券营业部，其成功与否直接关系着公司的成败。如今，行业佣金的下滑，使得竞争加剧。留住人才以提高证券营业部核心竞争力已迫在眉睫。作为中小券商的MBA证券营业部，更应该发挥薪酬管理应有的吸引并留住优秀员工的作用，留住高素质人才，开发优质营销团队，以在竞争中取胜。
本文在系统研究国内外研究现状和MBA证券营业部现行薪酬管理制度的基础上，对MBA证券营业部的经营现状进行分析。并通过对MBA证券营业部员工薪酬满意度的调查获得了论文所需的大量数据，指出营业部员工薪酬管理所存在的问题，并在此基础上分析出现问题的原因。然后，针对MBA证券营业部员工薪酬管理所出现问题及其经营特点，有针对性地提出了操作性强的薪酬管理改进策略，同时提出保障策略顺利执行的保证措施，使本文的研究具有实践指导意义。
关键词：MBA证券营业部；员工薪酬管理；存在问题；改进策略
Since the promulgation of the upper limit of trading commission system, Securities can no longer use the simple advantage to attract customers with low commission, the rules of competition have changed drastically, the competition changed from a pure price competition to the competition of service product, service quality and service commission. Attracting and retaining high-quality talents is the key to improving the quality of service, however, Salary Management has a great impact on attracting and retaining talents. However, study on Salary Management in our country starts late, there is a gap on research results between our country and abroad. What's more, many securities do not have systemic and mbaientific concept of Salary Management, which makes the incentive function of Salary Management partly invalid. It is the research focus of this paper that how to find the problems and the reasons, based on which can proposed improvement strategies.
Security business department, whose success is directly related to the company's success. Today, the decline of commission in this industry makes competition fiercer. It is urging to retain talents, which can improve core competence. Therefore, MBA Security should retain core talents and develop high-quality marketing team, which makes MBA successful in the competition.
This paper analyze current situation of MBA Security business department, which based on the systemic research on the research situation at home and abroad and current salary system. Furthermore, this paper got a lot of data through a questionnaire on the salary satisfaction of MBA business department employees, pointing the problems that exists in current salary system and the reasons that lead to problems. Then, according to the problems and the features of operating, this paper proposed some possible improvement strategies, which makes this paper meaningful on practice.
Key words: MBA Security business department, Salary Management, problems, improvement strategies
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