【摘要】：伴隨著經(jīng)濟(jì)全球化的不斷發(fā)展，市場(chǎng)經(jīng)濟(jì)體制的逐步完善以及金融保險(xiǎn)改革的日益深化，尤其是保險(xiǎn)業(yè)在上世紀(jì)80年代實(shí)施分業(yè)經(jīng)營(yíng)以來(lái)，保險(xiǎn)市場(chǎng)各主體所面臨的市場(chǎng)環(huán)境、運(yùn)營(yíng)模式、管理方法以及內(nèi)、外部競(jìng)爭(zhēng)壓力日趨加大，同時(shí)隨著社會(huì)和群眾對(duì)保險(xiǎn)服務(wù)的要求越來(lái)愈高，保險(xiǎn)行業(yè)暴露的各種問(wèn)題越來(lái)越多，如陰陽(yáng)單、理賠難、買賣單等行為，各保險(xiǎn)主體尤其是財(cái)產(chǎn)險(xiǎn)公司紛紛通過(guò)內(nèi)部改革，不斷強(qiáng)化內(nèi)部管控，增強(qiáng)內(nèi)生增長(zhǎng)機(jī)制和新的發(fā)展格局，以期形成更加強(qiáng)大的核心競(jìng)爭(zhēng)優(yōu)勢(shì)，更好的適應(yīng)復(fù)雜多變的市場(chǎng)變化，更好的滿足社會(huì)保險(xiǎn)需求。而在此過(guò)程中，以人為本的理念日益深化，人是第一要素，是第一生產(chǎn)力的觀念逐漸深入人心，對(duì)于財(cái)險(xiǎn)公司而言，盤活人力資源，做好人力資源管理則是打造核心競(jìng)爭(zhēng)力的有效手段和重要環(huán)節(jié)。而人力資源管理作用得到充分發(fā)揮的一個(gè)重要保障，，則是對(duì)人的績(jī)效考核，這也是人力資源管理的核心和靈魂。作為現(xiàn)代化財(cái)產(chǎn)保險(xiǎn)公司的PICC，如何在地市級(jí)分支機(jī)構(gòu)層面建立一套適應(yīng)發(fā)展需求、適應(yīng)社會(huì)需求的員工績(jī)效考核體系，并通過(guò)合理的績(jī)效考核，激發(fā)人員活力，促進(jìn)業(yè)務(wù)穩(wěn)步增長(zhǎng)，提升和鞏固既有的市場(chǎng)競(jìng)爭(zhēng)優(yōu)勢(shì)，進(jìn)一步適應(yīng)日新月異的競(jìng)爭(zhēng)變化，不斷提升社會(huì)滿意度水平，為公司持續(xù)、穩(wěn)定、健康發(fā)展創(chuàng)造最大的效益，仍是一個(gè)值得研究的課題。 本文以中國(guó)人民財(cái)產(chǎn)保險(xiǎn)股份有限公司保定市分公司（以下簡(jiǎn)稱：PICC保定分公司）為實(shí)例，結(jié)合其當(dāng)前的員工績(jī)效考核方式，通過(guò)資料搜集、訪談?wù){(diào)查、深入分析等方法，剖析該單位績(jī)效考核工作現(xiàn)狀，并深入分析其績(jī)效考核存在的主要問(wèn)題，挖掘其深層次原因。以此為基礎(chǔ)，結(jié)合績(jī)效考核常用的考核方法與工具和績(jī)效考核的基本思想理念，在完善現(xiàn)有考核方案的基礎(chǔ)上，進(jìn)一步改善員工績(jī)效考核的方式、原則、思路、架構(gòu)及流程。改進(jìn)后的績(jī)效考核方案具有更加明確的職責(zé)劃分及考核標(biāo)準(zhǔn)，能夠有效激勵(lì)員工的內(nèi)在動(dòng)力、提高主動(dòng)工作積極性。通過(guò)績(jī)效考核作用發(fā)揮實(shí)現(xiàn)員工自我激勵(lì)、自我整改不斷提升立足崗位增強(qiáng)自身業(yè)績(jī)的目的，從而提高保險(xiǎn)企業(yè)地市級(jí)分支機(jī)構(gòu)內(nèi)部管理工作的有效性，為PICC保定分公司各項(xiàng)業(yè)務(wù)平穩(wěn)快速發(fā)展保駕護(hù)航。 同時(shí)，也希望通過(guò)對(duì)PICC地市級(jí)分支機(jī)構(gòu)績(jī)效考核方案的研究，總結(jié)出績(jī)效考核的實(shí)踐意義，并對(duì)行業(yè)內(nèi)績(jī)效考核體系的完善提供有益的參考。
[Abstract]:With the continuous development of economic globalization, the gradual improvement of market economy system and the deepening of financial and insurance reform, especially the market environment faced by all the main bodies of the insurance market since the insurance industry was implemented in the 1980s. Business models, management methods and internal and external competitive pressures are increasing day by day. At the same time, with the increasing demands of society and the masses on insurance services, more and more problems are exposed to the insurance industry, such as yin-yang single, difficult to settle claims. In order to form a stronger core competitive advantage, various insurance bodies, especially property insurance companies, through internal reform, constantly strengthen internal control, strengthen endogenous growth mechanisms and new development patterns, such as purchase and purchase orders, and so on, in order to form a more powerful core competitive advantage. Better adapt to the complex changes in the market, better meet the social security needs. In this process, the concept of "people-oriented" is deepening day by day, people is the first element, is the concept of the first productivity gradually deeply rooted in the people, for property insurance companies, activate human resources, Human resources management is an effective means and an important link to build core competitiveness. Human resource management is an important guarantee to give full play to the function of human resource management, which is also the core and soul of human resource management. As a modern property insurance company, how to set up a set of employee performance appraisal system to meet the needs of development and society at the level of prefectural and municipal branches, and to stimulate the vitality of the staff through reasonable performance appraisal, To promote the steady growth of business, enhance and consolidate the existing market competitive advantages, further adapt to the rapid changes in competition, constantly improve the level of social satisfaction, for the company to continue, stable and healthy development to create the greatest benefit, It is still a subject worth studying. Taking Baoding Branch of China people's property Insurance Co., Ltd. (hereinafter referred to as PICC Baoding Branch) as an example, combined with its current employee performance appraisal methods, through data collection, interview investigation, in-depth analysis and other methods, This paper analyzes the present situation of performance appraisal in this unit, and deeply analyzes the main problems existing in the performance appraisal, and excavates its deep reasons. On the basis of this, combined with the common methods and tools of performance appraisal and the basic idea of performance appraisal, on the basis of perfecting the existing appraisal scheme, the way, principle, train of thought, structure and flow of employee performance appraisal are further improved. The improved performance appraisal scheme has more clear responsibility division and evaluation standard, which can effectively stimulate the internal motivation of employees and improve the initiative work enthusiasm. Through the function of performance appraisal to realize the self-motivation of employees, self-rectification constantly improve based on the purpose of enhancing their own performance, thus improving the effectiveness of the internal management of insurance enterprises, municipal branches, PICC Baoding Branch for the smooth and rapid development of the business escort. At the same time, it also hopes to summarize the practical significance of performance appraisal through the study of the performance appraisal scheme of PICC prefecture-level branches, and to provide a useful reference for the improvement of the performance appraisal system in the industry.
【學(xué)位授予單位】：河北工業(yè)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F842.3;F272.92

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