Optimal Design Of The ZDGS Company's Non-sales Staff Remuneration System

Under the background of China entering the WTO, China's insurance industry has opened all-around. Gradually both foreign and joint-venture insurance companies have occupied part of domestic market. Meanwhile, state insurance companies have mushroomed also. Therefore, competition of insurance market becomes more and more fierce. As for Gansu province insurance market, the situation is not optimistic because of the lack of professional staff. As a result, talents with insurance expertise become the most important competitive counter in companies. Among all the competitive strategies adopted by numerous companies, income could be viewed as one of the most important tactics. For bringing in talents, high income would be more attractive, and effective salary system may embody the justification, appropriateness and stimulation in the process of distribution, on the other hand, for the development of the company, establishment of capacity priority system may combine personal income with individual performance, avoid rigid distribution and further make stuff recognize the close relationship between qualification, experience and ability and personal interest. In this way, all stuff is stimulated to work harder to realize self-value of life t and contribute more to the company.Established in 2005, ZDGS insurance company which is the provincial branch company of a state insurance company also confront challenge and pressure from brain drain. In the aspect of human resources management, the salary system of the company could not keep pace with the development of the whole industry and market. Thus, it could not bring its stimulation into full play. As a result, the system of attracting and keeping talents is unsound with frequent staff mobility, poor business development and low market competition.In order to solve the problem of frequent mobility of talents in ZDGS Company, the present paper attempts to bring in Broadband Salary System Mode, further to optimize salary system of ZDGS Company, realize justification and stimulation of salary distribution and present the function of attracting and keeping talents, increase loyalty and satisfaction of the stuff therefore then promote the competitive power of the company and lay a solid foundation for further development. The present paper has introduced the background of the research, reviewed the salary stimulation theory, and summarized theoretical basis of applied research. Then, the paper has briefly introduced the salary system of the ZDGS insurance company, analyzed the current problems, proposed improved thought, brought "Broadband Salary System" theory, and described better design for the salary system. Also, it has elaborated supporting system of carrying out, and at last drawn a conclusion.