【摘要】：A保險(xiǎn)公司是經(jīng)中國(guó)保險(xiǎn)監(jiān)督管理委員會(huì)批準(zhǔn)的一家外資保險(xiǎn)公司。公司致力于把國(guó)際先進(jìn)的保險(xiǎn)理念和后臺(tái)營(yíng)運(yùn)技術(shù)引進(jìn)中國(guó)，為客戶提供一系列人壽保險(xiǎn)、人身意外保險(xiǎn)和醫(yī)療保險(xiǎn)的產(chǎn)品和服務(wù)，努力推動(dòng)中國(guó)保險(xiǎn)業(yè)的發(fā)展。 近年來(lái)隨著國(guó)內(nèi)保險(xiǎn)事業(yè)的不斷發(fā)展，A公司面臨的外部市場(chǎng)競(jìng)爭(zhēng)也日益加劇。公司想要發(fā)展下去，必須做到有效的吸引人才、留住人才。同時(shí)，A公司原有的人力資源管理模式正暴露出一系列問(wèn)題。這一系列問(wèn)題反映出公司需要在薪酬體系、考核激勵(lì)機(jī)制、薪酬與績(jī)效掛鉤等方面加以重視，根據(jù)公司發(fā)展戰(zhàn)略對(duì)薪酬體系進(jìn)行優(yōu)化設(shè)計(jì)，建立起一個(gè)具有外部競(jìng)爭(zhēng)性、內(nèi)部公平性和高度激勵(lì)性的薪酬體系，，提高員工的工作滿意度，激發(fā)員工的積極性和創(chuàng)造性，促使員工主動(dòng)提升自身價(jià)值，為實(shí)現(xiàn)個(gè)人利益和公司目標(biāo)而努力，從而支撐公司戰(zhàn)略發(fā)展目標(biāo)的實(shí)現(xiàn)和適應(yīng)外部環(huán)境的變化，提升公司的競(jìng)爭(zhēng)優(yōu)勢(shì)。 本文在文獻(xiàn)回顧的基礎(chǔ)上，首先參考國(guó)內(nèi)外學(xué)者對(duì)于薪酬滿意度的測(cè)量量表，設(shè)計(jì)了針對(duì)A公司中基層員工為調(diào)查對(duì)象的問(wèn)卷，并結(jié)合訪談的方式對(duì)A公司的薪酬管理現(xiàn)狀進(jìn)行了分析，指出了當(dāng)前A公司在中基層員工薪酬管理方面存在的關(guān)鍵問(wèn)題。其次，在職位評(píng)價(jià)和外部薪酬調(diào)研基礎(chǔ)上，結(jié)合公司的發(fā)展戰(zhàn)略設(shè)計(jì)了A公司以高績(jī)效驅(qū)動(dòng)的整體薪酬模式。之后，就A公司中基層員工新的薪酬體系的實(shí)施保障進(jìn)行了探討。最后，對(duì)本課題的主要內(nèi)容進(jìn)行了回顧，并指出A公司尚待繼續(xù)解決的問(wèn)題和日后研究的方向。
[Abstract]:Insurance Company A is a foreign insurance company approved by China Insurance Regulatory Commission. The company is committed to the introduction of international advanced insurance concepts and back-office operation technology to China to provide customers with a range of life insurance, personal accident insurance and medical insurance products and services, and strive to promote the development of the insurance industry in China. In recent years, with the continuous development of domestic insurance industry, the external market competition faced by company A is becoming increasingly fierce. The company wants to develop, must achieve the effective attraction talented person, retains the talented person. At the same time, A company's original human resources management model is exposing a series of problems. This series of problems reflect that the company needs to pay attention to the compensation system, appraisal and incentive mechanism, compensation and performance linked, according to the development strategy of the company to optimize the design of the compensation system, to establish an external competitiveness, Internal fairness and high incentive salary system, improve employee's job satisfaction, stimulate employee's enthusiasm and creativity, urge employees to actively enhance their own value, and strive to realize personal interests and company goals. To support the realization of the company's strategic development goals and adapt to the changes in the external environment, to enhance the company's competitive advantage. On the basis of literature review, first of all, referring to the measurement scale of salary satisfaction of domestic and foreign scholars, we designed a questionnaire for grass-roots employees in company A. Based on the analysis of the status quo of salary management in company A, the paper points out the key problems in compensation management of middle and basic level employees in company A. Secondly, on the basis of job evaluation and external compensation research, combined with the company's development strategy, the overall compensation model driven by high performance is designed. After that, the implementation of the new salary system for grass-roots employees in company A is discussed. Finally, the main contents of this paper are reviewed, and the problems to be solved by company A and the direction of future research are pointed out.
【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】：2013
【分類號(hào)】：F272.92;F842.3

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