本文選題：薪酬 + 全面薪酬體系��； 參考：《山西大學》2013年碩士論文

【摘要】：隨著我國保險市場準入機制的不斷完善,保險市場經(jīng)營主體快速增加,保險行業(yè)市場競爭空前激烈。A保險公司多年來,銷售系列薪酬結(jié)構(gòu)單一、績效薪酬設(shè)計不合理、福利薪酬制度形同虛設(shè)、員工職業(yè)通道不暢通等問題日益凸顯,嚴重影響了銷售系列員工的工作主動性和積極性,導致公司銷售系列的市場競爭力明顯下降。保險公司銷售系列人員的穩(wěn)定與公司的發(fā)展息息相關(guān),建立一套科學合理的銷售系列薪酬體系對穩(wěn)定員工隊伍,對企業(yè)健康、穩(wěn)定發(fā)展意義重大。因此有必要對A保險公司的銷售系列薪酬體系進行研究,通過研究發(fā)現(xiàn)問題,進行改善。本文針對A保險公司銷售系列薪酬體系中存在的一系列問題進行了深入廣泛的調(diào)查研究,采用理論研究法、調(diào)查問卷法、抽樣調(diào)查法、電話訪談法等方法剖析了A保險公司銷售系列薪酬體系中存在的問題,針對性的采用全面薪酬體系設(shè)計的相關(guān)理論,結(jié)合A公司實際情況對其銷售系列薪酬體系進行了優(yōu)化設(shè)計。 在優(yōu)化設(shè)計中,遵循公平性原則、外部競爭性原則、激勵性原則,建立與不同渠道業(yè)務(wù)發(fā)展目標相對接、與不同渠道能力素質(zhì)要求相匹配的銷售系列薪酬體系,全面提升公司銷售系列員工的工作積極性和員工間凝聚力；加強銷售組織管理,建立了專業(yè)定位突出、組織管理規(guī)范、崗位設(shè)置優(yōu)化、職責權(quán)限明晰的銷售組織體系,以全面激發(fā)銷售團隊的業(yè)務(wù)發(fā)展能力；完善績效考核體系與薪酬分配機制,建立了穩(wěn)定、透明、規(guī)范、有效的激勵約束機制,全面增強公司銷售人員的內(nèi)在活力；加強員工關(guān)懷,引入彈性福利和職業(yè)規(guī)劃設(shè)計,全面增強員工歸屬感、榮譽感、責任感,充分滿足員工的精神需求,營造和諧的企業(yè)營銷環(huán)境。通過以上途徑使A保險公司銷售系列薪酬體系與公司發(fā)展戰(zhàn)略、現(xiàn)代管理理念相契合,對外更具有競爭性,對內(nèi)更具有公平性、全面提升銷售系列的產(chǎn)能。
[Abstract]:With the continuous improvement of China's insurance market access mechanism and the rapid increase of insurance market operators, the insurance industry market competition unprecedented fierce. A insurance company for many years, sales series salary structure is single, performance compensation design is unreasonable. The welfare compensation system is empty and the professional channels of employees become increasingly prominent which seriously affects the work initiative and enthusiasm of the sales staff and results in the obvious decline of the market competitiveness of the sales series of the company. The stability of sales staff in insurance companies is closely related to the development of the company. It is of great significance to establish a set of scientific and reasonable salary system for sales series to stabilize the staff, to the health of the enterprise and to the steady development of the company. Therefore, it is necessary to study the salary system of A insurance company's sales series and find out the problems and improve it. In this paper, a series of problems existing in the salary system of A insurance company sales series are investigated deeply and extensively, and the theoretical research method, questionnaire method, sample survey method are adopted. The methods of telephone interview and other methods have analyzed the problems existing in the salary system of A insurance company's sales series, and adopted relevant theories of comprehensive compensation system design. Combined with the actual situation of company A to its sales series salary system optimization design. In the optimization design, we should follow the principle of fairness, external competition, incentive, establish the sales series salary system which is connected with the different channel business development goal, and matches the different channel ability quality request. To promote the enthusiasm of the sales staff and the cohesion among the employees; to strengthen the sales organization management; to establish a sales organization system with outstanding professional orientation, standard organization management, optimized post setting, clear responsibility and authority, In order to stimulate the sales team's business development ability, improve the performance appraisal system and salary distribution mechanism, set up a stable, transparent, standardized, effective incentive and restraint mechanism, comprehensively enhance the inherent vitality of the company's sales personnel; Strengthen employee care, introduce flexible welfare and career planning and design, enhance the sense of belonging, honor and responsibility of employees, fully meet the spiritual needs of employees, and create a harmonious marketing environment for enterprises. Through the above ways, A insurance company sales series compensation system and company development strategy, modern management concept in line with the external more competitive, more fair to the internal, comprehensive increase in sales series of production capacity.
【學位授予單位】：山西大學
【學位級別】：碩士
【學位授予年份】：2013
【分類號】：F272.92;F842.3

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本文編號：2031635