Study On Staff Performance Management System Optimization For The Branch Of S Insurance Company

Setting up a set of practical and effective modernized performance management systemwithin the company can give full play to the work enthusiasm of company employees, fullyleverage their core role in corporate development, improve the innovation ability and speed ofthe corporate businesses and further improve the core competitiveness of the company torealize the strategic goal of sustainable and healthy development for the company. This paperadopts the questionnaire survey method and deep interviews, analyze the detailed problems inthe performance management status for staffs of S insurance company, including lack ofawareness of the performance management, lack of communication and guidance in theprocess of performance management, no difference among the evaluation of staffs at differentposts, subjective evaluation result, lack of emphasis on the evaluation process, unscientific,non-objective and unjust performance evaluation methods, absence of a sound performancetracking, feedback and appeal mechanism, limited use of the performance result to adjustmentin staff salary, and lack of guidance and practical enforcement in evaluation system. Thepresent performance management system desperately needs reform and improvement,providing sound directions and priorities for the optimized research on the performancemanagement system.In the optimization research of the performance management system for the three typesof staffs in the branch of S Insurance Company, this paper has optimized the design in termsof pre-stage preparations for the performance management, tracking the performance in theperformance management process, improvement of the performance evaluation method,establishment of performance feedback face-to-face talk and intensifying the performanceevaluation result use. While the optimized design is conducted on the performance evaluationmethod for staffs at the branch, the paper has designed the key performance evaluationindicators and supplementary performance indicators in terms of work performance, workattitude and work ability. According to the difference in the nature and content of work forthese three types of positions and based on strict work analysis, this paper has formulatedmore perfect position description and conducted quantified design for the performanceevaluation indicators for the three types of positions; it has adopted KPI evaluation method to evaluate the work performance and the evaluation indicators are more perfect and differentsettings are offered to different posts; the year-end evaluation has included the evaluation onwork attitude and ability. The360°evaluation is adopted to comprehensively evaluate theintegrated quality and ability of staffs at the branch and two levels of evaluation dimensionsand concrete indicator evaluation are designed; in the application of performance evaluationresult, on the basis of adjusting the original salary, it has also added application indicators forstaff study and training, position promotion and selection as an advanced staff. In the end, thepaper has put forward measures to guarantee the successful implementation of proposals andguaranteed that the new performance management system could be effectively implementedin corporate practice. Through the optimization design in the above parts, a set of practicaland effective performance management system for staffs at the branch of S InsuranceCompany has finally taken shape.It is hoped that his paper can play push forward the optimization of the performanceevaluation system for staffs at the branch of S Insurance Company and the reform ofperformance evaluation system, improve the performance evaluation level for staffs at thebranch, and provide references for the reform in performance management for other similarinsurance companies.