人保财险SL支公司多元化用工模式下薪酬分配方案的探索

发布时间：2018-05-04 04:29

本文选题：多元化用工 + 薪酬分配　；参考：《电子科技大学》2010年硕士论文

【摘要】： 中国人民财产保险股份有限公司(以下简称“人保财险”),自从1978年全面恢复国内业务以来,一直在国内保险市场处于独家垄断地位。直到1989年中国太平洋保险公司成立,1991年中国平安保险公司成立,人保公司才开始在全国范围内受到市场竞争的影响。而真正开始感受到市场竞争的冲击,是在2001年中国加入WTO以后,中国保险市场逐渐全面放开,保险竞争主体相对迅速地增加。从1980年—2000年的二十年间,国内开业的财产保险公司仅有15家,而且其中70%左右的公司只有能力在沿海区域开展业务;而从2000年—2009年底的短短十年时间,国内开业的财险公司即由15家增至51家,其中中资公司34家,绝大部分都在全国范围内设点开业。这么多的新保险公司成立,人才成为各家公司争夺的重点。本文将要研究人保财险SL支公司成立于上世纪八十年代中期,至今仍保留了国企时代的正式工与代办员之分,并在劳动合同、薪酬、晋升机会上予以严格的区分。近十年来,SL支公司为应对2003年公司的股份制改革和2008年新劳动法的实施,对公司的用工制度和薪酬分配制度进行了两次调整。两次调整的结果,非但没能提高员工的工作积极性、达到稳定员工队伍的作用,反而使员工的工作效率更低,员工人心涣散,离职率高居不下。在这种情况下,本文作者提出了要探索适合人保财险SL支公司多元化用工模式下的薪酬分配方案。论文共分五个部分: 第一部分为绪论,介绍研究人保SL支公司多元化用工模式下薪酬分配的背景和意义,研究目的和研究内容,研究方法和技术路线。第二部分为薪酬分配与多元化用工的相关研究综述,从国内外的他人经验和理论研究的角度为探索人保SL支公司多元化用工和薪酬分配提供理论依据和实践参考。第三部分通过对人保SL支公司用工模式和对应薪酬管理现状介绍,及与同行业的代表公司——平安财险基层公司和永安财险基层公司用工模式和对应薪酬管理现状的进行比较,提出人保SL支公司用工模式和薪酬管理现状主要存在的问题。第四部分为人保财险SL支公司薪酬分配改革方案的探索,包括改革的方向和模式,步骤、途径和关键问题等。第五部分是结论及展望。
[Abstract]:China people's property Insurance Co., Ltd. (hereinafter referred to as PICC) has been in the exclusive monopoly position in the domestic insurance market since the resumption of domestic business in 1978. It was not until the establishment of China Pacific Insurance Company in 1989 and Ping an Insurance Company of China in 1991 that PICC began to be affected by market competition nationwide. After China joined WTO in 2001, the insurance market in China gradually opened up in an all-round way, and the main body of insurance competition increased relatively rapidly. During the 20 years from 1980 to 2000, there were only 15 property insurance companies operating in the country, and about 70 per cent of them were only able to operate in coastal areas, compared with a short period of 10 years from the end of 2000 to 2009. The number of property insurance companies operating in China has increased from 15 to 51, of which 34 are Chinese companies, most of which are set up nationwide. So many new insurance companies set up, talent has become the focus of competition between companies. This paper will study the property insurance SL branch company was established in the mid-1980s, still retains the state-owned enterprise era of the official and agent, and in the labor contract, salary, promotion opportunities to give a strict distinction. In the past ten years, in order to deal with the reform of stock system in 2003 and the implementation of the new labor law in 2008, the company has made two adjustments to its employment system and salary distribution system. The results of the two adjustments have not only failed to improve the work enthusiasm of the employees and achieved the role of stabilizing the staff team, but also made the work efficiency of the employees lower, the staff lose their hearts and minds, and the turnover rate is high. In this case, the author proposes to explore the salary allocation scheme suitable for the plural employment mode of PICC SL branch company. The thesis is divided into five parts: The first part is the introduction, which introduces the background and significance of the research on the salary distribution under the diversified employment mode of the SL branch company of PICC, the purpose and content of the research, the research methods and the technical route. The second part is a summary of the related research on salary distribution and diversified employment, which provides theoretical basis and practical reference for exploring diversified employment and salary distribution of PICC SL branch company from the perspective of other people's experience and theoretical research at home and abroad. The third part introduces the employment mode and corresponding salary management status of PICC SL branch company, and compares it with Ping an property Insurance Grass-roots Company and Yongan property Insurance Grass-roots Company and the corresponding salary Management status quo. The main problems of employment mode and salary management of PICC SL branch company are put forward. The fourth part is the exploration of the salary distribution reform scheme of PICC SL branch company, including the direction and mode, steps, approaches and key issues of the reform. The fifth part is the conclusion and prospect.
【学位授予单位】：电子科技大学
【学位级别】：硕士
【学位授予年份】：2010
【分类号】：F272.92;F842

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