Research On The Compensation System Optimization Of T Insurance Company From The Perspective Of Fairness

In recent years,with the rapid growth of the insurance market,the competition among insurance companies is increasingly fierce,and the detailed planning of human resources is increasingly urgent.Compensation management is an important part of modern human resource management,and compensation system optimization is the basis of compensation management.Fair salary can stimulate the enthusiasm of employees and create more wealth for the enterprise.On the other hand,unfair remuneration will make employees disappointed in the enterprise and think that their value is not recognized,which will affect their enthusiasm for work and even cause a serious brain drain.By establishing a fair salary system to attract,retain and motivate excellent employees,improve their initiative and innovation in work,make them work hard,promote the realization of business objectives,and lay a foundation for the long-term development of the enterprise.This paper sorts out the equity theory,elaborates the classic equity theory model abroad and the internal equity,external equity and individual equity of domestic research,and briefly introduces the research on the effect of salary equity.This paper introduces the basic situation and human resources of T insurance company,and focuses on the organizational structure and salary status of the company.T insurance company currently has 91 employees,which are divided into 14 functional departments.The current salary system cannot reflect the work value and effectiveness of employees.T insurance company is faced with a severe situation of human resources,with a small number of employees,poor quality,low educational background and a high turnover rate of employees,which has exerted a great negative impact on the development of the company.Employees generally express dissatisfaction and injustice with the salary system of T insurance company.The fairness issue of compensation system,the author of this paper paid compensation satisfaction questionnaire,using the statistical methods to data were obtained by questionnaire descriptive analysis and difference analysis,analysis of the different types of employees to different perception of fairness.Through the questionnaire,it summarizes the problems in the internal equity,external equity and individual equity of the compensation system of enterprises,and analyzes the causes of the problems,such as the lack of internal equity caused by the lack of post value evaluation,the setting of performance and year-end bonus is seriously disjointed from other local property insurance companies and lacks external competitiveness,the salary structure is not reasonable,there is no reasonable performance appraisal and so on.In view of the above the problems,the optimization principle and design process are proposed.The compensation system of T insurance company is optimized by using the equity theory.Specific measures to optimize the compensation system are proposed from three aspects of internal equity,external equity and individual equity: post value assessment,enhancing external competitiveness,and determining the compensation structure.Specifically,it includes the setting of posts,the definition of ranks,the preparation of job descriptions,and the proposal of different salary structures and performance assessment indicators for sales and non-sales employees.In order to ensure the smooth implementation of compensation optimization,it is suggested to establish compensation communication mechanism,compensation dynamic adjustment mechanism,improve the performance appraisal appeal system and other measures to increase the communication between enterprises and employees,hoping to solve the problems T insurance company.This paper combines the compensation optimization principle based on the equity theory with the actual situation of T insurance company,and realizes the fairness of the enterprise’s compensation system by means of post value assessment,salary survey and reasonable performance appraisal system.Through the optimization of the compensation system,the enthusiasm of employees was enhanced,and the work efficiency was improved,which laid a good human resource foundation for the long-term development of the company.The research results are of certain practical significance to T insurance company and can be used for reference by other similar enterprises.