【作者】 杨宇；

【导师】 李刚； 张贵全；

【作者基本信息】 太原理工大学 ， 工商管理， 2014， 硕士

【摘要】 ZM保险公司是国内首家具有煤炭行业背景的保险公司,公司也是山西省首家保险法人机构,但是长期以来公司没有单独设立理赔管理部门,对理赔部门人员的管理相对薄弱,在公司理赔队伍日益壮大和保险市场竞争加剧的大环境中逐渐难以适应发展的需求,理赔部门急需一套科学合理的薪酬管理体系。本文从ZM保险公司理赔业务发展战略为导向,结合ZM保险公司理赔部门的现状,针对ZM保险公司理赔部门现有体系中存在的主要问题：岗位设置和企业发展阶段的战略不吻合、岗位设置和岗位评价体系的不完善、薪酬策略和薪酬体系缺乏科学性和激励性等。以企业薪酬管理和薪酬设计理论为指导,运用文献研究法、实地调研分析法、访谈法、经验总结法和观察法等研究方法对ZM保险公司理赔部门现有的薪酬体系,从基本薪酬体系改进、绩效薪酬体系改进、福利薪酬体系改进三大方面进行了以岗位为基础的薪酬体系优化设计,制定了对ZM保险公司理赔部门薪酬体系的改进方案。与此同时,本文进一步确定了薪酬体系改进方案的实施步骤。通过本文的研究,得出如下结论：1.根据ZM保险公司现阶段对理赔工作的新要求,对理赔部门的薪酬体系采用基于理赔岗位职能为基础的薪酬体系设计思路,对理赔岗位现行的薪酬体系分别提出了优化设计目标、优化设计原则和优化设计流程的改进方案。2.根据公司垂直化理赔管理思路进而调整理赔岗位组织架构框架,结合公司的业务发展特点以及公司的理赔管理要求,借鉴同行业的先进理赔管理模式,提出将理赔部门从产品线独立分出,重新设计各级机构的相关岗位。根据不同岗位人员之间的绩效、能力、资历差异形成不同的薪酬等级,为每个岗位等级建立了基本薪酬标准。3.绩效薪酬体系的改进,通过坚持薪酬体系激励性、公平性、竞争性、经济性、因地制宜、合规性的设计原则,将具有激励机制的绩效工资实际运用到薪酬管理工作中。通过建立一套行之有效的绩效薪酬体系来强化理赔队伍的建设。4.福利薪酬体系的改进,根据福利薪酬设计的目标,将公司理赔部门福利薪酬设计分为保障性福利和激励类福利。从员工的需求出发,克服了现行福利薪酬体系单一性的弊端,建立风险保障以解除员工后顾之忧,提高员工的工作积极性：建立激励机制,以提高员工对企业的敬业精神和工作效能。本文通过对ZM公司理赔部门薪酬管理体系进行优化设计,更好的激励了理赔部门员工的工作积极性和能动性,对确保公司发展战略目标的达成具有重大的现实意义,对公司今后的发展必将产生积极深远的影响。更多还原

【Abstract】 ZM is the first domestic insurance company with the coal industry background, as well as the first insurance legal entity in Shanxi province. However, there’s no independent management department on claim affairs in the company for a long time, which leads to the relatively weak personnal management and gradually weak competition in meeting the development needs in the increasingly competitive insurance market, so it is mostly urgent for the claim department to establish a scientific and reasonable remuneration management system.Based on the claim development strategy and the present situation of claim department in ZM company,the thesis proposes the main problems that exist in the current system claim department:it’s inconsistent of the post setting and enterprise stage development strategy; it’s imperfect of the post setting and post evaluation system; it’s lack of science and incentive in the remuneration policy and system. Following the enterprise remuneration management and design theory, with the research methods about literature research, field research and analysis, interviewing, experience summarizing, observation and so on,the thesis proposes a optimizated design to the present remuneration system of the claim department in ZM company. Majorly, the improving program includes the three aspects:the basic remuneration system,the merit pay system and the welfare. Besides, in allusion to improving program of remuneration system, the thesis puts forward the implementation steps, the related countermeasures, the suggestions and draws the following conclusion through the research: 1. According to the new requirements of the claim work in present ZM insurance company, in present remuneration system of the claim post, it’s taken the new the design idea based on the merit appraisal, as well as the optimizated design goals principles and process of the improvement program are proposed.2. To improve the basic remuneration system of the claim post, it’s need to establish a scientific and reasonable post system of the post setting, analysis and evaluation.3. To improve the performance salary system, by adhering to the incentive pay system, fairness, competition, economy, suit one’s measures to local conditions, compliance with design principle, performance salary incentive mechanism applied to salary management. Construction through establishing a set of effective performance pay system to strengthen the claims team.4. Improving welfare compensation system, according to the welfare salary design goal, the claims department welfare salary design, in order to ensure the welfare and incentive class welfare. Starting from the needs of employees, overcomes the defects of the existing salary system of welfare of oneness, establishing the risk safeguard to remove any menace from the "rear" employees, improve the staffs enthusiasm for work; establishing incentive mechanism, in order to improve the staff of the enterprise spirit of dedication and work efficiency.Strive for the company reasonable and optimized design claims department salary management system, better incentive claims department staffs work enthusiasm and initiative, that is of great practical significance to reach the target company’s development strategy and on the future development of the company have a positive and far-reaching impact.更多还原