【摘要】：人才是企業(yè)經(jīng)營管理中的一個關(guān)鍵因素，關(guān)系到企業(yè)能否實現(xiàn)科學(xué)招聘、能否合理地留住人才。企業(yè)必須建立科學(xué)有效的薪酬體系，不斷激勵內(nèi)部人才，并吸引更多的外部人才，是決定一個企業(yè)是否能提高競爭力的因素。而薪酬激勵機制能否科學(xué)合理的制定，對我國企業(yè)實施人才戰(zhàn)略，，特別是保險業(yè)的成功發(fā)展起著決定性的作用。 為了增強保險公司的核心競爭力，我們必須提高員工對公司的忠誠度，并不斷鼓勵和提升員工的創(chuàng)造熱情。通過相應(yīng)的辦法，引導(dǎo)保險公司員工不僅考慮自己的當(dāng)前收入，而且更要關(guān)注公司的發(fā)展前景，從而為公司謀求更加長遠(yuǎn)的發(fā)展。保險公司薪酬激勵機制的有效建立和優(yōu)化成為必然趨勢。只有建立科學(xué)有效的薪酬激勵機制，并加以優(yōu)化，才能真正留住人才，最終促進公司進入良性循環(huán)發(fā)展的軌道。然而筆者發(fā)現(xiàn)很多企業(yè)只關(guān)注高管薪酬激勵問題，對普通員工的薪酬問題關(guān)注不夠；在實踐中對金融機構(gòu)財務(wù)激勵機制的研究主要集中在銀行機構(gòu)，很少具體到和涉及到保險公司的薪酬激勵的理論設(shè)計研究。因此，本文擬以B公司遼寧分公司為例進行薪酬激勵機制優(yōu)化研究，以期促進我國保險機構(gòu)薪酬激勵機制的建立和完善，增強保險行業(yè)的對人才的吸引力，為保險行業(yè)的健康發(fā)展貢獻一份力量。
[Abstract]:Talent is a key factor in the management of enterprises, related to whether enterprises can achieve scientific recruitment, can reasonably retain talent. Enterprises must establish a scientific and effective salary system, incessantly encourage internal talents, and attract more external talents, which determines whether an enterprise can improve its competitiveness or not. Whether the salary incentive mechanism can be made scientifically and reasonably plays a decisive role in the implementation of talent strategy, especially for the successful development of insurance industry. In order to enhance the core competitiveness of insurance companies, we must enhance the loyalty of employees to the company, and constantly encourage and enhance the enthusiasm of employees to create. Through the corresponding measures to guide insurance company employees not only to consider their current income, but also to pay attention to the company's development prospects, so as to seek more long-term development for the company. The effective establishment and optimization of compensation incentive mechanism of insurance companies has become an inevitable trend. Only by setting up a scientific and effective salary incentive mechanism and optimizing it, can we really retain talents and finally promote the company to enter the track of virtuous circle development. However, the author found that many enterprises only pay attention to the issue of executive pay incentive, but not pay enough attention to the compensation of ordinary employees; In practice, the research on the financial incentive mechanism of financial institutions is mainly focused on the banking institutions, and very little is involved in the theoretical design of the compensation incentive of insurance companies. Therefore, this paper takes Liaoning Branch of Company B as an example to study the optimization of salary incentive mechanism, in order to promote the establishment and perfection of compensation incentive mechanism of insurance institutions in China, and to enhance the attractiveness of insurance industry to talents. Contribute to the healthy development of the insurance industry.
【學(xué)位授予單位】：武漢工程大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：F272.92;F842.3

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