Research On The Laborial Staff's Performance Evaluation System In C Insurance Company

This paper takes C insurance company as a case study,C insurance company is a provincial branch,in recent years,with the development of the company,company of laborial staff performance evaluation problems gradually highlight,most employees reflect the company performance evaluation is unreasonable,so it is very important to have a optimization research on the current performance evaluation system about how to establish a reasonable and convenient performance evaluation system for laborial staff.This paper first introduces the overall situation of C insurance company,sort out the organizational structure of the company,and take a survey of the internal human resources.By interviewing the middle and senior leaders of the company,asking laborial staffs to fill in the questionnaire,we find that the company's current performance evaluation system for laborial staffs has the following unreasonable aspects: insufficient performance evaluation organization and staffs;the setting of performance indicator is unreasonable;the setting of performance evaluation cycle is not scientific;lack of the communication and feedback in the performance evaluation process;the results of performance evaluation have not been effectively applied,etc.Then,make a study of the existing problems,and conclude the reasons for these problems,including the lack of company's attention of performance evaluation,the incorrect setting of performance indicators,the lack of responsibility of human resources department,and the laborial staff's insufficient understanding of performance evaluation.According to the specific problems,make an optimization scheme of performance evaluation system for laborial staff in C insurance company.C insurance company's department is divided into the front line and support line,in this two types,take an example of business supervision post in Marketing Department and employee relations post in Human Resources Department.Make a optimization for the performance indicator according to its specific duties,expand the evaluation content for work performance,work ability and work attitude three levels,use key performance indicators for selecting indicator's content,use weight factor judgment method to set the proportion of performance indicators.According to actual indicators,set up the evaluation cycle,and make an optimization suggestion for evaluation results.Finally,give some advises for the performance evaluation system to make sure it could have a better implementation,and elaborate it from some aspects,such as strengthen the corporate performance culture,strengthen the monitoring mechanism of performance evaluation process,Strengthen the performance appraisal feedback mechanism,strengthen the performance evaluation appeal mechanism and strengthen the mechanism for continuous improvement of performance evaluation.According to the actual situation,this paper sorts out the post responsibilities and work contents of laborial staffs,and optimizes the performance evaluation system based on the existing problems,which will have some reference significance for improving the performance evaluation management level of the company.