中小型产险公司理赔人员绩效考核体系构建研究
发布时间：2018-10-30 15:03
【摘要】：国内保险市场日益扩大,在产险市场中,各中、小型产险公司也不断进入市场。在充满机遇和挑战的中国保险市场,各公司都在思考着如何更健康地持续发展。理赔人员是产险公司健康运行的重要人员,但是各产险公司特别是中、小型公司,对理赔人力资源部分的管理却比较混乱,普遍存在着工作积极性低、高流动性的现象。绩效考核体系已经被广泛的运用于企业的人力资源管理中,但是很容易流于形式,绩效考核管理效果不佳,甚至往管理目的的相反方向前进。从A产险公司江苏分公司的管理实践来看,理赔部门的岗位职责和目标并不十分明确,对理赔人员的考核管理没有起到相应的正面作用。因此需要进行改正,建立有效的绩效考核体系。本文对A产险公司江苏分公司理赔部门员工的绩效考核现状进行分析,指出目前理赔人员的绩效考核存在考核主体单一、考核指标不科学、结果运用偏颇、缺乏有效沟通等问题,并总结出对绩效考核内涵及目的认识不清、考核技术因素、公司管理机制不健全等三方面的原因。因此,本文遵循绩效考核的基本理论,结合激励理论、心理契约理论为思想指导,运用平衡记分卡和KPI指标法相整合的考核技术,设计科学的考核指标,并对绩效考核体系的实施予以建议,以期对中、小型产险公司的理赔人员的绩效考核管理有所裨益。
[Abstract]:The domestic insurance market expands day by day, in the property insurance market, each small property insurance company also unceasingly enters the market. In the Chinese insurance market, full of opportunities and challenges, companies are thinking about how to develop more healthily and sustainably. Claim settlement personnel are important personnel in the healthy operation of property insurance companies, but the management of the human resources part of claims settlement in the property insurance companies, especially in small and medium-sized companies, is quite chaotic, and there is generally a phenomenon of low working enthusiasm and high mobility. Performance appraisal system has been widely used in human resource management of enterprises, but it is easy to become a mere formality. According to the management practice of Jiangsu Branch of A property Insurance Company, the position responsibility and target of claim department are not very clear, and it has not played a positive role in the assessment and management of claim settlement personnel. Therefore, it is necessary to correct and establish an effective performance appraisal system. This paper analyzes the present situation of the performance appraisal of the employees in the compensation department of Jiangsu Branch of A property Insurance Company, and points out that there is a single subject in the performance appraisal of the claim settlement personnel at present, the assessment index is not scientific, and the result is biased. Lack of effective communication and other problems, and summed up the performance evaluation of the connotation and purpose of the understanding of the three aspects, assessment technical factors, the company management mechanism is not perfect. Therefore, this paper follows the basic theory of performance appraisal, combines the motivation theory, psychological contract theory as the ideological guidance, uses balanced scorecard and KPI index method to integrate the assessment technology, designs the scientific appraisal index. It also suggests the implementation of the performance appraisal system in order to benefit the performance appraisal management of the claims settlement personnel in the small and medium-sized property insurance companies.
【学位授予单位】：苏州大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F842.3
本文编号：2300333
[Abstract]:The domestic insurance market expands day by day, in the property insurance market, each small property insurance company also unceasingly enters the market. In the Chinese insurance market, full of opportunities and challenges, companies are thinking about how to develop more healthily and sustainably. Claim settlement personnel are important personnel in the healthy operation of property insurance companies, but the management of the human resources part of claims settlement in the property insurance companies, especially in small and medium-sized companies, is quite chaotic, and there is generally a phenomenon of low working enthusiasm and high mobility. Performance appraisal system has been widely used in human resource management of enterprises, but it is easy to become a mere formality. According to the management practice of Jiangsu Branch of A property Insurance Company, the position responsibility and target of claim department are not very clear, and it has not played a positive role in the assessment and management of claim settlement personnel. Therefore, it is necessary to correct and establish an effective performance appraisal system. This paper analyzes the present situation of the performance appraisal of the employees in the compensation department of Jiangsu Branch of A property Insurance Company, and points out that there is a single subject in the performance appraisal of the claim settlement personnel at present, the assessment index is not scientific, and the result is biased. Lack of effective communication and other problems, and summed up the performance evaluation of the connotation and purpose of the understanding of the three aspects, assessment technical factors, the company management mechanism is not perfect. Therefore, this paper follows the basic theory of performance appraisal, combines the motivation theory, psychological contract theory as the ideological guidance, uses balanced scorecard and KPI index method to integrate the assessment technology, designs the scientific appraisal index. It also suggests the implementation of the performance appraisal system in order to benefit the performance appraisal management of the claims settlement personnel in the small and medium-sized property insurance companies.
【学位授予单位】：苏州大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F842.3
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