| As China’s economic development has been strongly supported by central policies and actively promoted by local governments,China’s insurance industry has ushered in a new era: the entry threshold has been significantly lowered,the penetration of scientific and technological elements has accelerated,and the consumer demand is diversified.The traditional insurance industry was greatly impacted.With its excellent operation ability and service efficiency,RM Insurance Company stood out in the fierce market competition,won a good reputation among the public and gained a high reputation in the industry.However,currently,RM Insurance company is facing a brand new challenge.Its traditional operation mode and human resource allocation are not enough to enhance its core competitiveness in the industry,and the contradiction between the business development needs of RM Insurance company and human resource allocation is becoming more and more obvious.The main research content of this thesis is the optimal allocation of human resources,focusing on the organizational structure.It is expected to promote the long-term development of the operation efficiency of the basic branch of RM insurance company by integrating the theories related to the optimal allocation of human resources with the actual work of the branch of RM insurance company,so as to improve the operation level of the entire branch of the insurance company.In this thesis,the allocation of human resources of 10 business outlets of RM Insurance Company during 2020-2022 was selected as samples,appropriate input-output indicators were selected,and DEA data envelopment method was used for correlation analysis,and relevant calculations were carried out on three indicators of scale benefit,comprehensive benefit and technical benefit.Therefore,this thesis makes a quantitative analysis and research on the allocation efficiency of human resources in the business branches of RM insurance company.By comparing the four business outlets with high and low technical benefit levels in the past three years,it is found that the following factors affect the efficiency of human resources: RM insurance company does not outsource non-HR employees to third-party human resource management companies;There are only four comprehensive network,it is not convenient for staff to rotate learning;The proportion of employees aged between 35 and 45 is too low,which is not conducive to the expansion of the overall strength of the company’s talent team;The aging population of talents is serious,and the proportion of young talents is too low.Employees with bachelor degree or above account for less than half,and their overall learning ability and quality are weak;The proportion of employees with technical titles is very low,and the professionalism of insurance exhibition industry can not be reflected;The company lacks the channels to improve employees’ academic qualifications and acquire technical titles,which does not play a comprehensive role in the overall improvement of employees’ personal qualities.The assessment of business managers is not specific enough,which is not conducive to improving the enthusiasm of business managers.Counter out single marketing concept is weak,exhibition capacity to be strengthened;The manager of the business branch of RM Insurance company pays no attention to the allocation of human resources and lacks the consciousness of macro control.The business branches of RM Insurance company lack the tools or programs to evaluate the quality of human resource management work,which cannot prevent the problems from getting worse.The number of deputy managers in RM Insurance Company is 53,and the proportion of managers is too high,which is not suitable for an enterprise with high human resources efficiency.After analyzing the causes of the problems,this thesis provides some suggestions for the optimal allocation of human resources in the business outlets of RM Insurance Company,and finally puts forward a series of optimization schemes and measures. |
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