| Build China's life insurance characteristics of human resource management system,is to be based on actual development company,comply with the development trend of modern human resources management,take the market as the guidance,which is based on specialization,to strengthen the management foundation for gripper,we should construct modern life insurance organization and management system,market with the mechanism,the scientific performance management system,fair and reasonable compensation distribution system,in the process of the transformation of development for the company to provide a powerful driving force.In recent years,D life insurance company in accordance with the "mechanism,system),training,training and retention" requirements,adhere to the people-oriented,continuous innovation,new progress has been made in human resources management,a new step.First,there is a shift in perception.System and gradually set up the idea of human resource is the first resource,began to pay attention to the features and growth law of talents,pay attention to the development of talent training,is gradually from tube to tube,from the steward to educational resources.Second,the mechanism is innovative.The establishment of the management and control mechanism of the total control,the implementation of the organization classification management,the human resource management system foundation initial formation.Third,management has improved.The innovation means of infrastructure,basic duty to comb as the breakthrough point,gradual,including system,process,and the index system construction work,the basis o f the "according to the rules to do things,to the index evaluation" of management goal is a major step forward.It has completed the construction and promotion of ERP human resource information system and has been officially put into use in the whole system.D life insurance branch in the process of rapid development,however,as the organization expanding,distribution mechanism and the performance management is not perfect,the compensation and benefits design is becoming more and more difficult,and D life insurance branch as a fixed annual salary,rising labor costs soaring,and how to manage employee compensation,achieve high yield,high performance,high income,will ",out whoever needs work more " salary distribution concept is deeply rooted in the hearts of the people and really implement the daily salary allocation process,realize high incentives,guarantee the high compensation with high performance,promoting employees' income and the value of the company,has become an important problem D life insurance branch need to be addressed.,therefore,to establish a scientific and effective compensation management system,to further enhance the inner vigor of D life insurance branch office work of cadres and workers,the company's overall business goals and employee income have both promoted,has the extremely profound significance to sustainable development of the organization.This article selects a life insurance company in the domestic listed insurance companies-xinhua insurance company as an example,through questionnaire investigation,data collection method,literature research,D analyzed on the basis of compensation management present situation of life insurance branch,to find the causes of problems,and provides some constructive Suggestions for its compensation management optimization.In the process of optimizing the compensation management system,this paper mainly combines theory and practice.First of all,the paper expounds the theoretical basis of compensation design,by studying the e xpectations theory,two-factor theory,equity theory,and the theory of incentive process comprehensive relevant incentive theory and related theory,combined with the compensation system design to explore D life insurance branch in the hands of a variety of incentive mechanism,secondly,combined with their own work experience,salary survey and salary data nationwide examination analysis,study of D life insurance branch overall compensation management present situation,find out the improvement and optim ization problems;Finally,based on the existing problems and reasons,this paper proposes the compensation management optimization scheme and safeguard measures for D life insurance company.The updated salary management system realizes the interaction between employee compensation and corporate interests,which reflects the important role of salary management in motivating employees' enthusiasm and comprehensively measuring work performance.The research results of this paper have a positive effect on the full use of target orientation and material incentive,and have important practical significance and reference significance for improving the compensation system of employees of life insurance companies in China. |
