本文選題：薪酬體系 + 薪酬管理　； 參考：《太原理工大學》2014年碩士論文

【摘要】：ZM保險公司是國內首家具有煤炭行業(yè)背景的保險公司,公司也是山西省首家保險法人機構,但是長期以來公司沒有單獨設立理賠管理部門,對理賠部門人員的管理相對薄弱,在公司理賠隊伍日益壯大和保險市場競爭加劇的大環(huán)境中逐漸難以適應發(fā)展的需求,理賠部門急需一套科學合理的薪酬管理體系。 本文從ZM保險公司理賠業(yè)務發(fā)展戰(zhàn)略為導向,結合ZM保險公司理賠部門的現狀,針對ZM保險公司理賠部門現有體系中存在的主要問題：崗位設置和企業(yè)發(fā)展階段的戰(zhàn)略不吻合、崗位設置和崗位評價體系的不完善、薪酬策略和薪酬體系缺乏科學性和激勵性等。以企業(yè)薪酬管理和薪酬設計理論為指導,運用文獻研究法、實地調研分析法、訪談法、經驗總結法和觀察法等研究方法對ZM保險公司理賠部門現有的薪酬體系,從基本薪酬體系改進、績效薪酬體系改進、福利薪酬體系改進三大方面進行了以崗位為基礎的薪酬體系優(yōu)化設計,制定了對ZM保險公司理賠部門薪酬體系的改進方案。與此同時,本文進一步確定了薪酬體系改進方案的實施步驟。通過本文的研究,得出如下結論： 1.根據ZM保險公司現階段對理賠工作的新要求,對理賠部門的薪酬體系采用基于理賠崗位職能為基礎的薪酬體系設計思路,對理賠崗位現行的薪酬體系分別提出了優(yōu)化設計目標、優(yōu)化設計原則和優(yōu)化設計流程的改進方案。 2.根據公司垂直化理賠管理思路進而調整理賠崗位組織架構框架,結合公司的業(yè)務發(fā)展特點以及公司的理賠管理要求,借鑒同行業(yè)的先進理賠管理模式,提出將理賠部門從產品線獨立分出,重新設計各級機構的相關崗位。根據不同崗位人員之間的績效、能力、資歷差異形成不同的薪酬等級,為每個崗位等級建立了基本薪酬標準。 3.績效薪酬體系的改進,通過堅持薪酬體系激勵性、公平性、競爭性、經濟性、因地制宜、合規(guī)性的設計原則,將具有激勵機制的績效工資實際運用到薪酬管理工作中。通過建立一套行之有效的績效薪酬體系來強化理賠隊伍的建設。 4.福利薪酬體系的改進,根據福利薪酬設計的目標,將公司理賠部門福利薪酬設計分為保障性福利和激勵類福利。從員工的需求出發(fā),克服了現行福利薪酬體系單一性的弊端,建立風險保障以解除員工后顧之憂,提高員工的工作積極性：建立激勵機制,以提高員工對企業(yè)的敬業(yè)精神和工作效能。 本文通過對ZM公司理賠部門薪酬管理體系進行優(yōu)化設計,更好的激勵了理賠部門員工的工作積極性和能動性,對確保公司發(fā)展戰(zhàn)略目標的達成具有重大的現實意義,對公司今后的發(fā)展必將產生積極深遠的影響。
[Abstract]:ZM Insurance Company is the first insurance company in China with coal industry background, and the company is also the first insurance corporation in Shanxi Province. However, for a long time, the company has not set up a separate claim management department, so the management of the personnel in the claims department is relatively weak. It is difficult to adapt to the needs of the development in the environment of the growing ranks of the company claims and the intensified competition in the insurance market. The claims department urgently needs a set of scientific and reasonable salary management system. Based on the development strategy of claim business of ZM insurance company and the current situation of claim department of ZM insurance company, this paper aims at the main problems existing in the existing system of claim department of ZM insurance company: the position setting does not coincide with the strategy of enterprise development stage. The post setting and post evaluation system are not perfect, the compensation strategy and salary system are lack of scientific and incentive, etc. Under the guidance of compensation management and compensation design theory, this paper applies the methods of literature research, field investigation and analysis, interview, experience summary and observation to the existing compensation system of the claim department of ZM insurance company. From three aspects: the improvement of basic compensation system, the improvement of performance compensation system and the improvement of welfare compensation system, the optimization design of post based compensation system is carried out, and the improvement scheme of compensation system of ZM insurance company is established. At the same time, this article further determined the salary system improvement program implementation steps. Through the study of this paper, the following conclusions are drawn: 1. According to the new requirements of ZM insurance company to claim compensation at the present stage, the compensation system of claim department is designed based on the function of claim position, and the optimization design goal of the current compensation system of claim position is put forward respectively. Optimization of design principles and optimization of the design process to improve the scheme. 2. According to the idea of vertical claim management of the company and then adjust the organizational framework of claim position, combined with the characteristics of business development and claims management requirements of the company, the advanced claim management model of the same industry can be used for reference. Propose to separate the claim department from the product line and redesign related positions at all levels. According to the performance, ability and seniority of different post personnel, different salary grade is formed, and the basic salary standard is established for each post grade. 3. By adhering to the design principles of incentive, fairness, competition, economy, adaptation to local conditions and compliance, the performance salary with incentive mechanism is applied to salary management. Through the establishment of an effective performance compensation system to strengthen the construction of claims team. 4. The improvement of welfare compensation system, according to the goal of welfare compensation design, the company claims department welfare compensation design can be divided into indemnificatory benefits and incentive benefits. Based on the needs of the employees, this paper overcomes the disadvantages of the singularity of the current welfare compensation system, establishes the risk protection to relieve the employees' worries, and improves the staff's working enthusiasm, and establishes the incentive mechanism. In order to improve the employee's dedication to the enterprise and work efficiency. Through the optimization design of compensation management system in claim department of ZM Company, this paper encourages the enthusiasm and initiative of the employees of claim department better, and has great practical significance to ensure the achievement of the strategic goal of development of the company. The future development of the company will have a positive and far-reaching impact.
【學位授予單位】：太原理工大學
【學位級別】：碩士
【學位授予年份】：2014
【分類號】：F272.92;F842.3

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本文編號：1847315