理財專員獎勵制度設計之探討-以S銀行為例

自2008年爆發金融海嘯後，為了整治金融市場的胡亂推銷現象，金管會要求，信託公會訂定『信託業薪酬制度之訂定及考核原則』，並自2012年1月起實施，這項規定對信託業的受託投資業務人員，薪酬制度及考核方式訂有多項規範，包括薪酬制度應避免直接與特定受託投資的金融商品業績配額連結，或訂定銷售業績最低門檻，造成理財專員為達成業績而發生不當銷售行為。此規範還明定了理財專員的薪酬制度，應避免使其勸誘客戶短時間內多次申贖，以賺取浮動獎酬的情況。浮動獎酬是指獎金或紅利，但不包括年節獎金，以及依年度整體考核核發的考核獎金、考績獎金或績效獎金等。信託業並應避免，浮動獎酬在受託投資後立即發放，應依規定完成相關的考核後，才能發放。本研究將針對相關主題進行文獻收集，並利用個案銀行2012~2013年8個季度的理財業績資料，探討理財專員手續費達成率與『信託業薪酬制度之訂定及考核原則』之財務/非財務指標等考核因子的關係，本研究結果發現： 1.客戶資產規模對理專手續費收入有其顯著之正向影響 2.新增客戶數對理專手續費收入有其顯著之正向影響 3.客戶紛爭對理專手續費收入無顯著之正向影響 4.教育訓練對理專手續費收入無顯著之正向影響 5.專業證照對理專手續費收入無顯著之正向影響 6.稽核缺失對理專手續費收入無顯著之正向影響 7.客戶滿意度對理專手續費收入無顯著之正向影響為了能促進理財業務人員平衡發展與維護客戶利益，建立一個以客戶權益為中心而非以理專(或銀行)利益為導向的獎勵模式，本研究建議增設以下機制：1.業績平準機制 2.獎金遞延機制 3.客戶帳戶損益 4.增加非現金獎勵。

關鍵字

理財專員；獎勵制度；激勵理論

並列摘要

Since the 2008 financial crisis, Taiwan’s Banking Bureau of FSC implemented new regulation of the trust enterprises and assessment principles of the remuneration system to Trust Association of R.O.C. from January 2012. The regulation sets a lot of norms such as supervises the financial advisors in Trust Enterprises, the payroll systems of financial advisors and the checking systems to avoid directly and specifically linking with the fiduciary investment quota or setting a minimum threshold sales resulting in financial advisors who use the improper sales methods to achieve the performance. This specification also stipulates that the financial advisors of the salary system, avoiding short induce customers to make multiple redemption application, and to earn a floating reward situation. Floating reward refers to bonuses or dividends, but excluding New Year bonus, as well as the overall assessment in accordance with the annual assessment issued bonus, performance appraisal bonus or performance bonuses. Trust enterprises and should avoid floating reward immediately after the issuance of fiduciary investment shall be collected after the completion of the assessment related to payment. This research conducted the topic literature review and used financial performance data of S bank in 8 consecutive quarters from 2012 to 2013. The research discussed the correlation between the achievement rate of Manages finances special commissioners and the financial and non-financial indicators of "Set the Trust Industry and the Assessment of the Remuneration System in Principle." The present results of the study found that: 1.Customer assets show significant and positive impact on the finance advisors of fee income. 2.The number of new clients shows significant and positive impact on the finance advisors of fee income. 3.Customer disputes show no significant impact on the finance advisors of fee income. 4.Education and training show no significant impact on the finance advisors of fee income. 5.Professional licenses show no significant impact on the finance advisors of fee income. 6.Lack of audit shows no significant impact on the finance advisors fee income professionals. 7.Customer Satisfaction shows no significant impact on the finance advisors of fee income. In order to promote the balanced development of financial services personnel and maintain customer interest, build a customer-centric rather than in the interests of science professionals (or bank) interest-oriented incentive models, this research suggests the following mechanisms: 1.Performance leveling mechanism 2.Deferred bonus mechanism 3.Customer account gains and losses system 4.The increase in non-cash awards.