CA保险公司绩效考核体系优化设计

发布时间：2018-10-26 17:54

【摘要】：绩效考核是人力资源管理中重要的环节之一,其中绩效考核的应用结果影响了整个绩效考核流程的有效性和完善性,直接反映管理过程是否成功。一套完整的绩效考核体系应该是一个不断循环的过程,由制定考核目标、指标细分、绩效考核和考核激励等步骤组成,而考核激励最终又会进而影响到考核目标的设定。本文是以学习和参考国内外文献和相关理论成果为基础,以CA保险公司为研究对象,对其绩效考核体系进行优化设计。本文首先从介绍绩效管理概念开始,进而对国内外学者文献研究和相关重要理论原理进行阐述,引出平衡计分卡、行为锚定等级评价法、全方位绩效考核法和KPI绩效指标评估法等四种目前企业管理中应用较为广泛的考核办法。本文写作目的是主要通过对CA保险公司绩效管理中存在问题进行分析并找出其产生原因,对绩效管理提出优化建议,最终使其符合公司战略发展并提高考核管理效用。在绩效考核优化过程中,运用行为锚定等级评价法进行职位描述,经过分析制定出该职位的工作职责和工作内容,为关键绩效指标设定的提供依据。为保证考核信息的准确性和全面性故采用全方位绩效考核法增加绩效考核数据来源。并以公司战略目标为导向通过重新制定KPI关键指标,对各个部门进行考核并引导其相互配合完成公司战略目标。优化设计还加入考核结果申诉、沟通反馈等环节,可以在考核过程中形成发现问题、分析总结、优化改善的动态调整模式,提升绩效管理水平,实现绩效考核管理不断适应公司发展战略的目的。本文的研究有助于提高CA保险公司的管理效率,提升其核心竞争力,减少人才流失率,为人才储备提供基础保证,也使其在激烈的同业竞争中处于优势地位。通过本文研究所得出的绩效考核优化建议也能够为同业保险公司在制定绩效考核体系时,提供参考案例,具有一定的指导和借鉴意义。
[Abstract]:Performance appraisal is one of the important links in human resource management. The application result of performance appraisal affects the effectiveness and perfection of the whole performance appraisal process and directly reflects whether the management process is successful or not. A complete performance appraisal system should be a process of continuous circulation, which consists of the steps of setting the assessment goal, subdividing the index, evaluating the performance and evaluating the incentive, and the evaluation incentive will ultimately affect the setting of the assessment goal. This paper is based on the study and reference of domestic and foreign literature and related theoretical results, taking the CA insurance company as the research object, to optimize the design of its performance appraisal system. This paper begins with the introduction of the concept of performance management, and then expounds the domestic and foreign scholars' literature research and related important theoretical principles, leads to the balanced scorecard, behavior anchor rating evaluation method. The omnidirectional performance appraisal method and the KPI performance index evaluation method are four kinds of appraisal methods which are widely used in the enterprise management at present. The purpose of this paper is to analyze the problems existing in the performance management of CA insurance companies and find out the causes, and put forward some suggestions to optimize the performance management so as to make it conform to the strategic development of the company and improve the effectiveness of appraisal management. In the process of performance appraisal optimization, the job description is carried out by the method of behavior anchoring grade evaluation, and the job responsibility and work content of the position are worked out through analysis, which provides the basis for setting the key performance indicators. In order to ensure the accuracy and comprehensiveness of the appraisal information, the omni-directional performance appraisal method is adopted to increase the data source of performance appraisal. And guided by the strategic objectives of the company, the key indicators of KPI are reformulated, and the departments are evaluated and guided to cooperate with each other to complete the strategic objectives of the company. The optimization design also adds the appraisal result appeal, the communication feedback and so on link, may form the discovery question in the examination process, analyzes the summary, optimizes the improved dynamic adjustment pattern, enhances the performance management level, To achieve the performance appraisal management constantly adapt to the company's development strategy. The research in this paper will help to improve the management efficiency of CA insurance companies, improve its core competitiveness, reduce the rate of talent wastage, provide a basic guarantee for the talent reserve, and make it in an advantageous position in the fierce competition among the same industry. The suggestions of performance appraisal optimization obtained in this paper can also provide a reference case for the development of performance appraisal system in the same industry insurance companies, which has certain guidance and reference significance.
【学位授予单位】：郑州大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F842.3;F272.92

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