Optimization Research Of The Performance Appraisal In P Insurance Branch

As an important part of the financial industry,the insurance industry plays an important role in people's social and economic life.The insurance industry is the key to a country's financial deepening.Its development is directly related to the stability and healthy development of the financial industry.However,with the rapid development of the insurance industry,the insurance companies that are the mainstay of the business have expanded rapidly in a short period of time,and the scale of business,organizational structure,and workforce have continued to expand.Over time,it will inevitably lead to the lag of internal management of enterprises.The reason for the low efficiency of human resources management in insurance companies is that in addition to the industry's own culture and lack of professional talents,an important factor is that insurance companies have not established incentives and restraint mechanisms that combine with the market and their own reality.The most obvious performance is Lack of employee motivation and restraint mechanisms.This study reviews the relevant theories of performance appraisal and takes the P insurance branch as the research object.It mainly analyzes the external and internal competition environment of the P insurance branch,introduces the implementation of the current performance appraisal plan,analyzes the existing problems,and then analyzes the P insurance branch.Strategic development direction,put forward the principles,contents and safeguard measures of performance appraisal optimization.This study introduces and analyzes in detail the four problems existing in the performance appraisal system of P insurance branch: performance appraisal has not received the attention of the whole company,the design of performance appraisal indicators is unreasonable,the performance appraisal results have not been effectively and timely feedback,and performance appraisal measures are not In place.The safeguard measures involve adjusting the company's organizational structure,clarifying departmental responsibilities and job division,and strengthening communication and training.