Research On The Optimization Of Strategic Compensation System Of H Insurance Company

With the deepening of economic globalization and the increasingly fierce market competition,human resources play an obvious role in improving core competitiveness.The traditional salary management theory focuses on the working efficiency of employees,and the payment is to reduce the degree of "slacking off" of employees.But people come to realize that pay is not simply to acknowledge the contribution of employees and reward,more should be a company strategic goals and values into concrete action plan and support the implementation of staff management process of these actions.And strategic salary incentive theory is emphasized the development strategy of enterprise for staff salary incentive should be highly match,the organization should be proper compensation strategy compensation system,system design and implementation of dynamic management,to promote the activities of the enterprise strategic goals.H insurance company is a famous insurance company in China.Hunan branch of H insurance company occupies a large market share in hunan insurance market.As hunan branch of the change of the external macro environment and internal environment,the company's strategy has been adjusted,before no longer adapt to the development strategy of the existing salary system,and is not fully arouse the enthusiasm of employees.Therefore,it is necessary to H insurance company to adjust the salary system of hunan branch,formulates the dynamic strategic compensation management system,make compensation system can dynamic matching of the company's development strategy planning.Therefore,based on maslow's demand theory,two-factor theory and equity theory and other related theory as the foundation,and using the strategic salary incentive theory as the important guiding theory,analyzes the H insurance company the status quo of hunan branch human resource system,found that H insurance company of hunan branch company in strategic change,the company's salary system does not change,the company's salary system existence and development strategy and competition strategy does not match,leading to the company staffs work enthusiasm and work efficiency are decreased.Therefore,this article from the salary design,salary structure design,job analysis,job evaluation,salary system of H insurance company of hunan branch company is optimized,make it match the company's development strategy,and put forward the H insurance company of hunan branch of the safeguard measures for optimizing design of salary system.In theory,is not only beneficial to expand the research on strategic compensation system perspective,also enriched the insurance compensation system theory applied in the field of practice,expand the research field of the theory of strategic salary system.In the management sense,improve the system of H insurance company of hunan branch,match the development strategy of salary system,will help to stimulate the potential of hunan branch staff,improve their work performance,so as to improve the performance of enterprises.At the same time,it is of certain guiding and referential significance to the optimization research of the salary system of other insurance companies of the same type.