The Design Of Salary System Of The Bank Insurance Series Of Pingan Life-insurance Company

With the rapid development of social and economic environment,the company which want to survive in the increasingly competitive external environment,should constantly improve their own management system which will enhance the competitiveness of enterprises.In this process,more and more enterprises realize that human resources are more and more important in the process of enterprise's development,and the salary management system is the core part of human resources.If the enterprises want to keep a great attraction to the talent person,you need to establish a set of salary system,which is in line with the strategic of the company.At the same time,along with the adjustment of business strategy,it is necessary to update the human resources salary system.Based on such a background,this paper takes the bank insurance series of the Pingan life-insurance company as the research object,and carry the investigation to the company's existing salary condition through the questionnaire investigation and so on.Through the analysis of the survey results,there are many problems in the current salary system of the company,which have been shaken by the current salary system.The problems of salary system can be summarized as follows:First,the post salary is too low to ensure the cost of living,which may result in the recruitment difficulties and retained difficulties.Second,the assessment system which can't suit fou the performance-related pay will make the pay out of effect.Third,imployees' acceptance of the welfare income is low,so that the company invested a large human cost,but did not obtain the corresponding effect and role.Fouth,the current salary system does not play a supporting role to the strategic objectives of the company,and does not give full play to the role of the salary system.Through the problems existing in the current salary system,it can be found that there are many problem in the salary system which is composed of post salary,performance pay and welfare income,and it doesn't work in the level of strategic.This imperfect salary system is mainly caused by the existing company system and management concept.In view of this,the company's salary system should be redesigned through the dimensions of post salary,performance salary,welfare income.According to the analysis results,the company's salary system was redesigned from the three dimensions of post salary,performance salary and welfare income.Ultimately,it formation a strong implementation of the pay system.At the same time,in order to ensure the salary system can be carried out smoothly and play its real role,We need to have a set of implementation measures to be used as a means of promotion.In the same time,We need to build a advantageous environment of the company as a guarantee for the implementation of the company's salary system.The design ideas are summarized as follows:First of all,it should be optimized on the basis of the existing wage structure,to increase in the amount of wages,in order to enhance the competitiveness of the direct remuneration on the fairness principles.Secondly,we should adjust the structure of performance pay,so that it is related to performance indicators to achieve the purpose of promoting performance improvement through performance pay.At last,we should retain the existing comprehensive welfare benefits.But this part of the input should be won the hearts of people.Through the above three aspects of the redesign,it can made a ultimately strong set of remuneration system.At the meanwhile,in order to guarantee compensation system can be implemented smoothly and play its true role,it should have a set of executable implementation measures as strong promotion means,and should build the soft environment to carry out a suitable salary system as a guarantee.In short,a reasonable salary system is an important part of the company in the process of human resource management.A reasonable salary system must be based on the benefit of the company and the employees which must be reach agreement.It can help employees to achieve their own values goals.It also can help the company to achieve their strategic objectives.