Research On The Optimization Of Incentive Management For Knowledge Workers In Tinsurance Company

The organizational structure of insurance enterprises is divided into two parts:first-line operating units and office functions.The main responsibility of first-line operating units is to manage the business of insurance companies and promote insurance agents to sell insurance.The main responsibility of office functional departments is to provide services for frontline business departments,and to support business departments to better manage business operations.Because of the high pressure of business and limited promotion space in the basic units of business,there is a general shortage of people at the basic level in insurance enterprises.At the same time,with the popularization of science and technology,the efficiency of functional posts has been greatly improved.The staff of functional departments are surplus and their positions are unsaturated.Under the above background,T insurance company carries out talent strategy adjustment:increasing the tendency of talent allocation to the front line of business,expanding the establishment of business line posts,and reducing the establishment of functional departments.Because knowledge workers have strong plasticity,learning ability and higher professional quality.In order to coordinate with the strategic transformation of the enterprise,T Insurance Company introduced in 2016 an incentive management scheme for knowledge-based staff at the grass-roots level to encourage non-business front-line employees to work at the grass-roots level.Actively guide the knowledge-based employees who have the potential of post transformation to work in grass-roots organizations,so as to solve the problem of the lack of personnel in the front line of grass-roots units and the allocation of more than one person in the functional departments.The incentive scheme has achieved some results since its implementation.However,with the continuous development of the company and the change of the demand of knowledge workers,the current incentive scheme appears incentive failure,which has been unable to meet the company’s strategic needs for talent.In order to improve the current incentive scheme for knowledge workers in T Company,this study is based on incentive theory and job rotation management,combined with the development characteristics of the insurance industry,and related to the current incentive management scheme for knowledge workers in T Insurance Company.Under the guidance of relevant theories and referring to the advanced experience at home and abroad,this paper optimizes the current management scheme in order to strengthen the effectiveness and feasibility of the incentive management scheme for T insurance company’s knowledge-based staff at the grass-roots level,so as to make the incentive management scheme meet the needs of enterprise’s talent strategic transformation.In the process of optimizing the management scheme of knowledge workers’ basic-level job rotation,this paper mainly carries out optimum design in three directions: guidance optimization,incentive optimization and training optimization.Among them,the seven-step talent cultivation method proposed in the optimization of training will provide professional training mode for the company’s talents to flow to the grass-roots level.At the same time,through vocational planning,training promotion,performance follow-up and other safeguards,it will make it easier for the knowledge-based talents transferred to the front-line to play their potential and achieve results at the grass-roots level level.This can not only enable employees to improve their abilities and career development through the management program,but also alleviate the problem of lack of talent on the front line.At the same time,the incentive optimization scheme can be replicated,and similar financial enterprises can learn from it.It is more conducive to the better development of knowledge workers in the financial industry.