PICC保定分公司員工績效考核方案設計與優(yōu)化
發(fā)布時間：2018-11-02 09:18
【摘要】：伴隨著經(jīng)濟全球化的不斷發(fā)展，市場經(jīng)濟體制的逐步完善以及金融保險改革的日益深化，尤其是保險業(yè)在上世紀80年代實施分業(yè)經(jīng)營以來，保險市場各主體所面臨的市場環(huán)境、運營模式、管理方法以及內(nèi)、外部競爭壓力日趨加大，同時隨著社會和群眾對保險服務的要求越來愈高，保險行業(yè)暴露的各種問題越來越多，如陰陽單、理賠難、買賣單等行為，各保險主體尤其是財產(chǎn)險公司紛紛通過內(nèi)部改革，不斷強化內(nèi)部管控，增強內(nèi)生增長機制和新的發(fā)展格局，以期形成更加強大的核心競爭優(yōu)勢，更好的適應復雜多變的市場變化，更好的滿足社會保險需求。而在此過程中，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，對于財險公司而言，盤活人力資源，做好人力資源管理則是打造核心競爭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)揮的一個重要保障，，則是對人的績效考核，這也是人力資源管理的核心和靈魂。作為現(xiàn)代化財產(chǎn)保險公司的PICC，如何在地市級分支機構(gòu)層面建立一套適應發(fā)展需求、適應社會需求的員工績效考核體系，并通過合理的績效考核，激發(fā)人員活力，促進業(yè)務穩(wěn)步增長，提升和鞏固既有的市場競爭優(yōu)勢，進一步適應日新月異的競爭變化，不斷提升社會滿意度水平，為公司持續(xù)、穩(wěn)定、健康發(fā)展創(chuàng)造最大的效益，仍是一個值得研究的課題。 本文以中國人民財產(chǎn)保險股份有限公司保定市分公司（以下簡稱：PICC保定分公司）為實例，結(jié)合其當前的員工績效考核方式，通過資料搜集、訪談調(diào)查、深入分析等方法，剖析該單位績效考核工作現(xiàn)狀，并深入分析其績效考核存在的主要問題，挖掘其深層次原因。以此為基礎(chǔ)，結(jié)合績效考核常用的考核方法與工具和績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，進一步改善員工績效考核的方式、原則、思路、架構(gòu)及流程。改進后的績效考核方案具有更加明確的職責劃分及考核標準，能夠有效激勵員工的內(nèi)在動力、提高主動工作積極性。通過績效考核作用發(fā)揮實現(xiàn)員工自我激勵、自我整改不斷提升立足崗位增強自身業(yè)績的目的，從而提高保險企業(yè)地市級分支機構(gòu)內(nèi)部管理工作的有效性，為PICC保定分公司各項業(yè)務平穩(wěn)快速發(fā)展保駕護航。 同時，也希望通過對PICC地市級分支機構(gòu)績效考核方案的研究，總結(jié)出績效考核的實踐意義，并對行業(yè)內(nèi)績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.
【學位授予單位】：河北工業(yè)大學
【學位級別】：碩士
【學位授予年份】：2014
【分類號】：F842.3;F272.92
本文編號：2305608
[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.
【學位授予單位】：河北工業(yè)大學
【學位級別】：碩士
【學位授予年份】：2014
【分類號】：F842.3;F272.92
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