A保险公司销售系列全面薪酬体系优化设计研究

发布时间：2018-06-17 16:14

本文选题：薪酬 + 全面薪酬体系　；参考：《山西大学》2013年硕士论文

【摘要】：随着我国保险市场准入机制的不断完善,保险市场经营主体快速增加,保险行业市场竞争空前激烈。A保险公司多年来,销售系列薪酬结构单一、绩效薪酬设计不合理、福利薪酬制度形同虚设、员工职业通道不畅通等问题日益凸显,严重影响了销售系列员工的工作主动性和积极性,导致公司销售系列的市场竞争力明显下降。保险公司销售系列人员的稳定与公司的发展息息相关,建立一套科学合理的销售系列薪酬体系对稳定员工队伍,对企业健康、稳定发展意义重大。因此有必要对A保险公司的销售系列薪酬体系进行研究,通过研究发现问题,进行改善。本文针对A保险公司销售系列薪酬体系中存在的一系列问题进行了深入广泛的调查研究,采用理论研究法、调查问卷法、抽样调查法、电话访谈法等方法剖析了A保险公司销售系列薪酬体系中存在的问题,针对性的采用全面薪酬体系设计的相关理论,结合A公司实际情况对其销售系列薪酬体系进行了优化设计。在优化设计中,遵循公平性原则、外部竞争性原则、激励性原则,建立与不同渠道业务发展目标相对接、与不同渠道能力素质要求相匹配的销售系列薪酬体系,全面提升公司销售系列员工的工作积极性和员工间凝聚力；加强销售组织管理,建立了专业定位突出、组织管理规范、岗位设置优化、职责权限明晰的销售组织体系,以全面激发销售团队的业务发展能力；完善绩效考核体系与薪酬分配机制,建立了稳定、透明、规范、有效的激励约束机制,全面增强公司销售人员的内在活力；加强员工关怀,引入弹性福利和职业规划设计,全面增强员工归属感、荣誉感、责任感,充分满足员工的精神需求,营造和谐的企业营销环境。通过以上途径使A保险公司销售系列薪酬体系与公司发展战略、现代管理理念相契合,对外更具有竞争性,对内更具有公平性、全面提升销售系列的产能。
[Abstract]:With the continuous improvement of China's insurance market access mechanism and the rapid increase of insurance market operators, the insurance industry market competition unprecedented fierce. A insurance company for many years, sales series salary structure is single, performance compensation design is unreasonable. The welfare compensation system is empty and the professional channels of employees become increasingly prominent which seriously affects the work initiative and enthusiasm of the sales staff and results in the obvious decline of the market competitiveness of the sales series of the company. The stability of sales staff in insurance companies is closely related to the development of the company. It is of great significance to establish a set of scientific and reasonable salary system for sales series to stabilize the staff, to the health of the enterprise and to the steady development of the company. Therefore, it is necessary to study the salary system of A insurance company's sales series and find out the problems and improve it. In this paper, a series of problems existing in the salary system of A insurance company sales series are investigated deeply and extensively, and the theoretical research method, questionnaire method, sample survey method are adopted. The methods of telephone interview and other methods have analyzed the problems existing in the salary system of A insurance company's sales series, and adopted relevant theories of comprehensive compensation system design. Combined with the actual situation of company A to its sales series salary system optimization design. In the optimization design, we should follow the principle of fairness, external competition, incentive, establish the sales series salary system which is connected with the different channel business development goal, and matches the different channel ability quality request. To promote the enthusiasm of the sales staff and the cohesion among the employees; to strengthen the sales organization management; to establish a sales organization system with outstanding professional orientation, standard organization management, optimized post setting, clear responsibility and authority, In order to stimulate the sales team's business development ability, improve the performance appraisal system and salary distribution mechanism, set up a stable, transparent, standardized, effective incentive and restraint mechanism, comprehensively enhance the inherent vitality of the company's sales personnel; Strengthen employee care, introduce flexible welfare and career planning and design, enhance the sense of belonging, honor and responsibility of employees, fully meet the spiritual needs of employees, and create a harmonious marketing environment for enterprises. Through the above ways, A insurance company sales series compensation system and company development strategy, modern management concept in line with the external more competitive, more fair to the internal, comprehensive increase in sales series of production capacity.
【学位授予单位】：山西大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F842.3

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