A保险公司薪酬体系优化设计
发布时间：2018-11-13 07:07
【摘要】：A保险公司是经中国保险监督管理委员会批准的一家外资保险公司。公司致力于把国际先进的保险理念和后台营运技术引进中国，为客户提供一系列人寿保险、人身意外保险和医疗保险的产品和服务，努力推动中国保险业的发展。 近年来随着国内保险事业的不断发展，A公司面临的外部市场竞争也日益加剧。公司想要发展下去，必须做到有效的吸引人才、留住人才。同时，A公司原有的人力资源管理模式正暴露出一系列问题。这一系列问题反映出公司需要在薪酬体系、考核激励机制、薪酬与绩效挂钩等方面加以重视，根据公司发展战略对薪酬体系进行优化设计，建立起一个具有外部竞争性、内部公平性和高度激励性的薪酬体系，，提高员工的工作满意度，激发员工的积极性和创造性，促使员工主动提升自身价值，为实现个人利益和公司目标而努力，从而支撑公司战略发展目标的实现和适应外部环境的变化，提升公司的竞争优势。 本文在文献回顾的基础上，首先参考国内外学者对于薪酬满意度的测量量表，设计了针对A公司中基层员工为调查对象的问卷，并结合访谈的方式对A公司的薪酬管理现状进行了分析，指出了当前A公司在中基层员工薪酬管理方面存在的关键问题。其次，在职位评价和外部薪酬调研基础上，结合公司的发展战略设计了A公司以高绩效驱动的整体薪酬模式。之后，就A公司中基层员工新的薪酬体系的实施保障进行了探讨。最后，对本课题的主要内容进行了回顾，并指出A公司尚待继续解决的问题和日后研究的方向。
[Abstract]:Insurance Company A is a foreign insurance company approved by China Insurance Regulatory Commission. The company is committed to the introduction of international advanced insurance concepts and back-office operation technology to China to provide customers with a range of life insurance, personal accident insurance and medical insurance products and services, and strive to promote the development of the insurance industry in China. In recent years, with the continuous development of domestic insurance industry, the external market competition faced by company A is becoming increasingly fierce. The company wants to develop, must achieve the effective attraction talented person, retains the talented person. At the same time, A company's original human resources management model is exposing a series of problems. This series of problems reflect that the company needs to pay attention to the compensation system, appraisal and incentive mechanism, compensation and performance linked, according to the development strategy of the company to optimize the design of the compensation system, to establish an external competitiveness, Internal fairness and high incentive salary system, improve employee's job satisfaction, stimulate employee's enthusiasm and creativity, urge employees to actively enhance their own value, and strive to realize personal interests and company goals. To support the realization of the company's strategic development goals and adapt to the changes in the external environment, to enhance the company's competitive advantage. On the basis of literature review, first of all, referring to the measurement scale of salary satisfaction of domestic and foreign scholars, we designed a questionnaire for grass-roots employees in company A. Based on the analysis of the status quo of salary management in company A, the paper points out the key problems in compensation management of middle and basic level employees in company A. Secondly, on the basis of job evaluation and external compensation research, combined with the company's development strategy, the overall compensation model driven by high performance is designed. After that, the implementation of the new salary system for grass-roots employees in company A is discussed. Finally, the main contents of this paper are reviewed, and the problems to be solved by company A and the direction of future research are pointed out.
【学位授予单位】：苏州大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F842.3
本文编号：2328381
[Abstract]:Insurance Company A is a foreign insurance company approved by China Insurance Regulatory Commission. The company is committed to the introduction of international advanced insurance concepts and back-office operation technology to China to provide customers with a range of life insurance, personal accident insurance and medical insurance products and services, and strive to promote the development of the insurance industry in China. In recent years, with the continuous development of domestic insurance industry, the external market competition faced by company A is becoming increasingly fierce. The company wants to develop, must achieve the effective attraction talented person, retains the talented person. At the same time, A company's original human resources management model is exposing a series of problems. This series of problems reflect that the company needs to pay attention to the compensation system, appraisal and incentive mechanism, compensation and performance linked, according to the development strategy of the company to optimize the design of the compensation system, to establish an external competitiveness, Internal fairness and high incentive salary system, improve employee's job satisfaction, stimulate employee's enthusiasm and creativity, urge employees to actively enhance their own value, and strive to realize personal interests and company goals. To support the realization of the company's strategic development goals and adapt to the changes in the external environment, to enhance the company's competitive advantage. On the basis of literature review, first of all, referring to the measurement scale of salary satisfaction of domestic and foreign scholars, we designed a questionnaire for grass-roots employees in company A. Based on the analysis of the status quo of salary management in company A, the paper points out the key problems in compensation management of middle and basic level employees in company A. Secondly, on the basis of job evaluation and external compensation research, combined with the company's development strategy, the overall compensation model driven by high performance is designed. After that, the implementation of the new salary system for grass-roots employees in company A is discussed. Finally, the main contents of this paper are reviewed, and the problems to be solved by company A and the direction of future research are pointed out.
【学位授予单位】：苏州大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F842.3
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