保险业薪酬绩效管理与人员留存问题研究
发布时间：2019-03-02 20:17
【摘要】：保险业是知识密集型的产业，人才具有基础性、战略性、决定性的作用，我国保险人才已经成为我国保险业发展的最大瓶颈。只有综合利用各方面的资源，加大保险人才的吸引、培养、留存，才能全面提升中国保险业的竞争实力，才能充分发挥保险的经济“助推器”和社会“稳定器”作用，为全面建设小康社会和构建社会主义和谐社会服务。保险人才培养与留存是目前各大保险公司普遍存在的问题。 当前，保险业处于变动的年代，在激烈的市场竞争中，除了应加强业务人员专业能力与营销能力外，同时还必须不断的提升售后服务品质，以确保良好的长期保险合约关系，进而建立公司在市场上的口碑及品牌形象并得到客户的信赖。而薪酬是人力资源管理中十分重要的工具之一，有效的薪酬绩效设计对组织的发展有实质上的功能，好的薪酬绩效具有外部竞争性、内部公平性与个别公平性。外部竞争性使员工与其他企业比较有较高的优越感，能够吸引人才。内部公平性使员工与公司内部相同贡献的员工得到相同报酬，能够留住人才。个别公平性使员工觉得所发挥的潜能被充分奖赏，能够激励人才。由于薪酬绩效与整体组织策略相链接，已成为迈向二十一世纪薪酬管理的最大挑战[2]。而现行保险业薪酬绩效不尽相同，在这竞争且多变的环境中，如何以薪酬绩效这一利器使企业占有最大优势，已是人力资源管理者最关心的课题。 保险业营销体系下，一般而言薪酬的来源主要是佣金，但近两年来，保险公司以财务补助计划培育新进人员，以提升业务人员素质，进而增加留存率。两种薪酬绩效的业务人员对薪酬绩效管理、工作价值观与工作满意度是本研究欲探讨的重点。 公平的薪酬分配是一项非常重要的管理决策。激励理论认为努力、绩效、薪酬三者间存在不可分割的关系。国内外学者普遍认为薪酬可以有效的提高员工工作动机与工作满意度，，但甚少学者在不同的薪酬管理制度下探讨薪酬绩效管理与工作价值观对工作满意度及人员留存的影响。本研究正是根据这一问题提出，有一定的现实意义。
[Abstract]:Insurance industry is a knowledge-intensive industry, talent has a basic, strategic, decisive role, China's insurance talent has become the biggest bottleneck in the development of China's insurance industry. Only by making comprehensive use of all kinds of resources and increasing the attraction, training and retention of insurance talents, can the competitive strength of China's insurance industry be comprehensively enhanced, and the economic "booster" and social "stabilizers" of insurance be brought into full play. To build a well-off society in an all-round way and to build a socialist harmonious society. The cultivation and retention of insurance talents is a common problem for the major insurance companies at present. At present, the insurance industry is in a changing age. In the fierce market competition, in addition to strengthening the professional and marketing capabilities of business personnel, we must also continuously improve the quality of after-sales service in order to ensure a good long-term insurance contract relationship. Then establish the company in the market reputation and brand image and get the trust of customers. Compensation is one of the most important tools in human resources management. Effective compensation performance design has a substantial function for the development of the organization. Good salary performance has external competition, internal fairness and individual fairness. External competition makes employees have a higher sense of superiority with other enterprises, and can attract talents. Internal fairness allows employees to get the same pay as employees who contribute the same way within the company and retain talent. Individual fairness makes employees feel that their potential is fully rewarded and motivates talent. As compensation performance is linked to the overall organizational strategy, it has become the biggest challenge to pay management in the 21 century [2]. However, the current compensation performance of insurance industry is not the same. In this competitive and changeable environment, how to use compensation performance to make enterprises have the greatest advantage has become the most concerned topic of human resources managers. Generally speaking, commission is the main source of compensation under the insurance marketing system, but in the past two years, insurance companies have trained new entrants under the financial subsidy scheme in order to improve the quality of business personnel and thus increase the retention rate. The research focuses on the management of salary performance, work values and job satisfaction of two kinds of salary performance business personnel. Fair pay distribution is a very important management decision. Incentive theory holds that there is an inseparable relationship among effort, performance and compensation. Scholars at home and abroad generally believe that salary can effectively improve employee's job motivation and job satisfaction, but few scholars discuss the influence of salary performance management and work values on job satisfaction and personnel retention under different salary management systems. This research is based on this problem, has certain practical significance.
【学位授予单位】：新疆大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F842.3
本文编号：2433429
[Abstract]:Insurance industry is a knowledge-intensive industry, talent has a basic, strategic, decisive role, China's insurance talent has become the biggest bottleneck in the development of China's insurance industry. Only by making comprehensive use of all kinds of resources and increasing the attraction, training and retention of insurance talents, can the competitive strength of China's insurance industry be comprehensively enhanced, and the economic "booster" and social "stabilizers" of insurance be brought into full play. To build a well-off society in an all-round way and to build a socialist harmonious society. The cultivation and retention of insurance talents is a common problem for the major insurance companies at present. At present, the insurance industry is in a changing age. In the fierce market competition, in addition to strengthening the professional and marketing capabilities of business personnel, we must also continuously improve the quality of after-sales service in order to ensure a good long-term insurance contract relationship. Then establish the company in the market reputation and brand image and get the trust of customers. Compensation is one of the most important tools in human resources management. Effective compensation performance design has a substantial function for the development of the organization. Good salary performance has external competition, internal fairness and individual fairness. External competition makes employees have a higher sense of superiority with other enterprises, and can attract talents. Internal fairness allows employees to get the same pay as employees who contribute the same way within the company and retain talent. Individual fairness makes employees feel that their potential is fully rewarded and motivates talent. As compensation performance is linked to the overall organizational strategy, it has become the biggest challenge to pay management in the 21 century [2]. However, the current compensation performance of insurance industry is not the same. In this competitive and changeable environment, how to use compensation performance to make enterprises have the greatest advantage has become the most concerned topic of human resources managers. Generally speaking, commission is the main source of compensation under the insurance marketing system, but in the past two years, insurance companies have trained new entrants under the financial subsidy scheme in order to improve the quality of business personnel and thus increase the retention rate. The research focuses on the management of salary performance, work values and job satisfaction of two kinds of salary performance business personnel. Fair pay distribution is a very important management decision. Incentive theory holds that there is an inseparable relationship among effort, performance and compensation. Scholars at home and abroad generally believe that salary can effectively improve employee's job motivation and job satisfaction, but few scholars discuss the influence of salary performance management and work values on job satisfaction and personnel retention under different salary management systems. This research is based on this problem, has certain practical significance.
【学位授予单位】：新疆大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F842.3
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