【摘要】：國(guó)內(nèi)保險(xiǎn)市場(chǎng)日益擴(kuò)大,在產(chǎn)險(xiǎn)市場(chǎng)中,各中、小型產(chǎn)險(xiǎn)公司也不斷進(jìn)入市場(chǎng)。在充滿(mǎn)機(jī)遇和挑戰(zhàn)的中國(guó)保險(xiǎn)市場(chǎng),各公司都在思考著如何更健康地持續(xù)發(fā)展。理賠人員是產(chǎn)險(xiǎn)公司健康運(yùn)行的重要人員,但是各產(chǎn)險(xiǎn)公司特別是中、小型公司,對(duì)理賠人力資源部分的管理卻比較混亂,普遍存在著工作積極性低、高流動(dòng)性的現(xiàn)象�？�(jī)效考核體系已經(jīng)被廣泛的運(yùn)用于企業(yè)的人力資源管理中,但是很容易流于形式,績(jī)效考核管理效果不佳,甚至往管理目的的相反方向前進(jìn)。從A產(chǎn)險(xiǎn)公司江蘇分公司的管理實(shí)踐來(lái)看,理賠部門(mén)的崗位職責(zé)和目標(biāo)并不十分明確,對(duì)理賠人員的考核管理沒(méi)有起到相應(yīng)的正面作用。因此需要進(jìn)行改正,建立有效的績(jī)效考核體系。本文對(duì)A產(chǎn)險(xiǎn)公司江蘇分公司理賠部門(mén)員工的績(jī)效考核現(xiàn)狀進(jìn)行分析,指出目前理賠人員的績(jī)效考核存在考核主體單一、考核指標(biāo)不科學(xué)、結(jié)果運(yùn)用偏頗、缺乏有效溝通等問(wèn)題,并總結(jié)出對(duì)績(jī)效考核內(nèi)涵及目的認(rèn)識(shí)不清、考核技術(shù)因素、公司管理機(jī)制不健全等三方面的原因。因此,本文遵循績(jī)效考核的基本理論,結(jié)合激勵(lì)理論、心理契約理論為思想指導(dǎo),運(yùn)用平衡記分卡和KPI指標(biāo)法相整合的考核技術(shù),設(shè)計(jì)科學(xué)的考核指標(biāo),并對(duì)績(jī)效考核體系的實(shí)施予以建議,以期對(duì)中、小型產(chǎn)險(xiǎn)公司的理賠人員的績(jī)效考核管理有所裨益。
[Abstract]:The domestic insurance market expands day by day, in the property insurance market, each small property insurance company also unceasingly enters the market. In the Chinese insurance market, full of opportunities and challenges, companies are thinking about how to develop more healthily and sustainably. Claim settlement personnel are important personnel in the healthy operation of property insurance companies, but the management of the human resources part of claims settlement in the property insurance companies, especially in small and medium-sized companies, is quite chaotic, and there is generally a phenomenon of low working enthusiasm and high mobility. Performance appraisal system has been widely used in human resource management of enterprises, but it is easy to become a mere formality. According to the management practice of Jiangsu Branch of A property Insurance Company, the position responsibility and target of claim department are not very clear, and it has not played a positive role in the assessment and management of claim settlement personnel. Therefore, it is necessary to correct and establish an effective performance appraisal system. This paper analyzes the present situation of the performance appraisal of the employees in the compensation department of Jiangsu Branch of A property Insurance Company, and points out that there is a single subject in the performance appraisal of the claim settlement personnel at present, the assessment index is not scientific, and the result is biased. Lack of effective communication and other problems, and summed up the performance evaluation of the connotation and purpose of the understanding of the three aspects, assessment technical factors, the company management mechanism is not perfect. Therefore, this paper follows the basic theory of performance appraisal, combines the motivation theory, psychological contract theory as the ideological guidance, uses balanced scorecard and KPI index method to integrate the assessment technology, designs the scientific appraisal index. It also suggests the implementation of the performance appraisal system in order to benefit the performance appraisal management of the claims settlement personnel in the small and medium-sized property insurance companies.
【學(xué)位授予單位】：蘇州大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類(lèi)號(hào)】：F272.92;F842.3

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