ZM保险公司理赔岗位薪酬管理优化研究

发布时间：2018-05-05 10:21

本文选题：薪酬体系 + 薪酬管理　；参考：《太原理工大学》2014年硕士论文

【摘要】：ZM保险公司是国内首家具有煤炭行业背景的保险公司,公司也是山西省首家保险法人机构,但是长期以来公司没有单独设立理赔管理部门,对理赔部门人员的管理相对薄弱,在公司理赔队伍日益壮大和保险市场竞争加剧的大环境中逐渐难以适应发展的需求,理赔部门急需一套科学合理的薪酬管理体系。本文从ZM保险公司理赔业务发展战略为导向,结合ZM保险公司理赔部门的现状,针对ZM保险公司理赔部门现有体系中存在的主要问题：岗位设置和企业发展阶段的战略不吻合、岗位设置和岗位评价体系的不完善、薪酬策略和薪酬体系缺乏科学性和激励性等。以企业薪酬管理和薪酬设计理论为指导,运用文献研究法、实地调研分析法、访谈法、经验总结法和观察法等研究方法对ZM保险公司理赔部门现有的薪酬体系,从基本薪酬体系改进、绩效薪酬体系改进、福利薪酬体系改进三大方面进行了以岗位为基础的薪酬体系优化设计,制定了对ZM保险公司理赔部门薪酬体系的改进方案。与此同时,本文进一步确定了薪酬体系改进方案的实施步骤。通过本文的研究,得出如下结论： 1.根据ZM保险公司现阶段对理赔工作的新要求,对理赔部门的薪酬体系采用基于理赔岗位职能为基础的薪酬体系设计思路,对理赔岗位现行的薪酬体系分别提出了优化设计目标、优化设计原则和优化设计流程的改进方案。 2.根据公司垂直化理赔管理思路进而调整理赔岗位组织架构框架,结合公司的业务发展特点以及公司的理赔管理要求,借鉴同行业的先进理赔管理模式,提出将理赔部门从产品线独立分出,重新设计各级机构的相关岗位。根据不同岗位人员之间的绩效、能力、资历差异形成不同的薪酬等级,为每个岗位等级建立了基本薪酬标准。 3.绩效薪酬体系的改进,通过坚持薪酬体系激励性、公平性、竞争性、经济性、因地制宜、合规性的设计原则,将具有激励机制的绩效工资实际运用到薪酬管理工作中。通过建立一套行之有效的绩效薪酬体系来强化理赔队伍的建设。 4.福利薪酬体系的改进,根据福利薪酬设计的目标,将公司理赔部门福利薪酬设计分为保障性福利和激励类福利。从员工的需求出发,克服了现行福利薪酬体系单一性的弊端,建立风险保障以解除员工后顾之忧,提高员工的工作积极性：建立激励机制,以提高员工对企业的敬业精神和工作效能。本文通过对ZM公司理赔部门薪酬管理体系进行优化设计,更好的激励了理赔部门员工的工作积极性和能动性,对确保公司发展战略目标的达成具有重大的现实意义,对公司今后的发展必将产生积极深远的影响。
[Abstract]:ZM Insurance Company is the first insurance company in China with coal industry background, and the company is also the first insurance corporation in Shanxi Province. However, for a long time, the company has not set up a separate claim management department, so the management of the personnel in the claims department is relatively weak. It is difficult to adapt to the needs of the development in the environment of the growing ranks of the company claims and the intensified competition in the insurance market. The claims department urgently needs a set of scientific and reasonable salary management system. Based on the development strategy of claim business of ZM insurance company and the current situation of claim department of ZM insurance company, this paper aims at the main problems existing in the existing system of claim department of ZM insurance company: the position setting does not coincide with the strategy of enterprise development stage. The post setting and post evaluation system are not perfect, the compensation strategy and salary system are lack of scientific and incentive, etc. Under the guidance of compensation management and compensation design theory, this paper applies the methods of literature research, field investigation and analysis, interview, experience summary and observation to the existing compensation system of the claim department of ZM insurance company. From three aspects: the improvement of basic compensation system, the improvement of performance compensation system and the improvement of welfare compensation system, the optimization design of post based compensation system is carried out, and the improvement scheme of compensation system of ZM insurance company is established. At the same time, this article further determined the salary system improvement program implementation steps. Through the study of this paper, the following conclusions are drawn: 1. According to the new requirements of ZM insurance company to claim compensation at the present stage, the compensation system of claim department is designed based on the function of claim position, and the optimization design goal of the current compensation system of claim position is put forward respectively. Optimization of design principles and optimization of the design process to improve the scheme. 2. According to the idea of vertical claim management of the company and then adjust the organizational framework of claim position, combined with the characteristics of business development and claims management requirements of the company, the advanced claim management model of the same industry can be used for reference. Propose to separate the claim department from the product line and redesign related positions at all levels. According to the performance, ability and seniority of different post personnel, different salary grade is formed, and the basic salary standard is established for each post grade. 3. By adhering to the design principles of incentive, fairness, competition, economy, adaptation to local conditions and compliance, the performance salary with incentive mechanism is applied to salary management. Through the establishment of an effective performance compensation system to strengthen the construction of claims team. 4. The improvement of welfare compensation system, according to the goal of welfare compensation design, the company claims department welfare compensation design can be divided into indemnificatory benefits and incentive benefits. Based on the needs of the employees, this paper overcomes the disadvantages of the singularity of the current welfare compensation system, establishes the risk protection to relieve the employees' worries, and improves the staff's working enthusiasm, and establishes the incentive mechanism. In order to improve the employee's dedication to the enterprise and work efficiency. Through the optimization design of compensation management system in claim department of ZM Company, this paper encourages the enthusiasm and initiative of the employees of claim department better, and has great practical significance to ensure the achievement of the strategic goal of development of the company. The future development of the company will have a positive and far-reaching impact.
【学位授予单位】：太原理工大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F842.3

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