【作者】 刘文敏；

【导师】 杨建锋；

【作者基本信息】 江西财经大学 ， 工商管理， 2019， 硕士

【摘要】 近年来,保险市场竞争加剧,继太平洋、平安、国寿财等保险主体在县域设立分支机构后,大地、永诚、中华联合、太平产险等中小型财产险公司近两年也开始涉足县域市场,相继在县域设立经营网点。在部分一线大城市如北京、深圳等市场份额失守后,国有保险公司拥有全国县域网点的优势也逐渐缩小。财产保险J县支公司属于一家国有财产保险公司的四级县域经营机构。2003年,集团实行股份制改造,目的在于建立现代化企业制度以更好的适应市场竞争,在和其他市场主体的竞争中做大做强。股份制改造以来,公司在管理体制上仍然存在计划经济时期的色彩,2008年新劳动法颁布实施后,虽然公司对用工制度和薪酬分配制度进行了调整,但体制遗留下来薪酬分配问题一直存在:人力资源管理体系相对落后,缺乏科学合理的薪酬管理体系,薪酬分配随意性强,激励措施单一。近五年来J县支公司保费规模从两千万增长到一亿,主要经营业务范围从车险拓展到农业保险、商业非车险、车辆保险三大板块,业务渠道从单一的员工直销渠道发展到中介渠道、直销渠道、代理渠道三大渠道,导致公司对各类人才的需求越来越大,对员工的专业要求越来越高,建立一套科学合理的薪酬体系成为公司发展中亟需解决的问题。本文运用薪酬管理相关理论,基于公司战略发展、岗位分析评价等因素进行薪酬体系优化的研究。全文分为六个章节,第一章是绪论,主要内容是选题的背景及国内外相关研究的成果;第二章内容是薪酬管理研究方面的理论基础知识;第三章是关于J县支公司的薪酬现状分析,本文借助员工访谈、问卷调查等方式,根据酬薪的有关原理,研究分析了J县分支公司目前酬薪工资系统里已有的主要问题和矛盾以及问题产生的原因;第四章在第三章问题分析的基础上,提出薪酬体系优化方案,基于工作评价,依托岗位价值,优化升级酬薪管理体制;第五章里指出优化升级之后的酬薪体系实行的确保实施方案,确保优化方案落地并实施到位,充分发挥薪酬的激励作用,提高各层级员工的工作绩效,实现组织的有效协调发展;第六章为本文的研究结论以及研究的不足之处。更多还原

【Abstract】 With intensify of market competition in recent years,many small and medium size property insurance companies such as ACIC,CCIC,CICP,TPBX,has began to open branches in the county market in the last two years,behind the huge insurer like CPIC,PAIC,GPIC etc.The advantage of state-owned insurance companies with countylevel outlets nationwide has also gradually narrowed,after losing leadership in some of the first-tier markets such as Beijing and Shenzhen.Property insurance company J County branch belongs to the fourth-level county business unit of a state-owned property insurance company in China.In 2003,the group implemented the shareholding system transformation,aiming at establishing a modern enterprise system,better adapting to the market competition environment,and being stronger in competing with other market entities.However,the company still suffered the influence of the planned economy in the management system since the reform of the shareholding system.After the promulgation and implementation of the New Labor Law in 2008,although the company has adjusted the employment and the salary distribution system,the problem of salary distribution left over from the old system has always existed: The human resources management system is relatively backward,lacking a rational and reasonable salary management system,and the salary distribution is arbitrary and the incentive measures are single.In the past five years,the insurance fee income scale of J County’s branch insurance has increased from 20 million to 100 million.The main business scope has expanded from car insurance to agricultural insurance,non-auto commercial insurance and vehicle insurance.The marketing channels have evolved from a single direct sales to three marketing channels including intermediary channel,direct sales channel,and a agency channel,Which has led to the increasing demand for various types of talents and the higher professional requiring for employees.Therefore,forming a performance-oriented compensation system,is key to achieve sustainable development of the company’s business.This paper uses the theory of salary management,based on the company’s strategic development,job analysis and evaluation and other factors to carry out the salary system optimization design research.The full text is divided into six chapters.The first chapter is the introduction.The main content is the background of the topic and the research results at home and abroad.The second chapter is about salary management research.The third chapter is about the salary status of J county branch.Analysis,with the help of employee interviews,questionnaires,etc.,combined with the salaryrelated theory,analyzes the problems existing in the current salary system of the property insurance J county branch and the reasons for the formation of the problem;the fourth chapter proposes the salary based on the analysis of the problem in the third chapter.The system optimization plan,based on job evaluation,relies on the value of the position,optimizes the salary distribution system;Chapter 5 proposes the safeguard measures for the implementation of the optimized compensation system,ensuring that the optimization plan is implemented and implemented in place,fully exerts the incentive effect of compensation,and improves the employees at all levels in performance of the work,to achieve an effective coordinated development of the organization.Chapter 6 is the summary of conclusions and the inadequacies of the research.更多还原