本文選題：薪酬體系 + 薪酬管理　； 參考：《太原理工大學(xué)》2014年碩士論文

【摘要】：ZM保險(xiǎn)公司是國內(nèi)首家具有煤炭行業(yè)背景的保險(xiǎn)公司,公司也是山西省首家保險(xiǎn)法人機(jī)構(gòu),但是長期以來公司沒有單獨(dú)設(shè)立理賠管理部門,對理賠部門人員的管理相對薄弱,在公司理賠隊(duì)伍日益壯大和保險(xiǎn)市場競爭加劇的大環(huán)境中逐漸難以適應(yīng)發(fā)展的需求,理賠部門急需一套科學(xué)合理的薪酬管理體系。 本文從ZM保險(xiǎn)公司理賠業(yè)務(wù)發(fā)展戰(zhàn)略為導(dǎo)向,結(jié)合ZM保險(xiǎn)公司理賠部門的現(xiàn)狀,針對ZM保險(xiǎn)公司理賠部門現(xiàn)有體系中存在的主要問題：崗位設(shè)置和企業(yè)發(fā)展階段的戰(zhàn)略不吻合、崗位設(shè)置和崗位評價(jià)體系的不完善、薪酬策略和薪酬體系缺乏科學(xué)性和激勵(lì)性等。以企業(yè)薪酬管理和薪酬設(shè)計(jì)理論為指導(dǎo),運(yùn)用文獻(xiàn)研究法、實(shí)地調(diào)研分析法、訪談法、經(jīng)驗(yàn)總結(jié)法和觀察法等研究方法對ZM保險(xiǎn)公司理賠部門現(xiàn)有的薪酬體系,從基本薪酬體系改進(jìn)、績效薪酬體系改進(jìn)、福利薪酬體系改進(jìn)三大方面進(jìn)行了以崗位為基礎(chǔ)的薪酬體系優(yōu)化設(shè)計(jì),制定了對ZM保險(xiǎn)公司理賠部門薪酬體系的改進(jìn)方案。與此同時(shí),本文進(jìn)一步確定了薪酬體系改進(jìn)方案的實(shí)施步驟。通過本文的研究,得出如下結(jié)論： 1.根據(jù)ZM保險(xiǎn)公司現(xiàn)階段對理賠工作的新要求,對理賠部門的薪酬體系采用基于理賠崗位職能為基礎(chǔ)的薪酬體系設(shè)計(jì)思路,對理賠崗位現(xiàn)行的薪酬體系分別提出了優(yōu)化設(shè)計(jì)目標(biāo)、優(yōu)化設(shè)計(jì)原則和優(yōu)化設(shè)計(jì)流程的改進(jìn)方案。 2.根據(jù)公司垂直化理賠管理思路進(jìn)而調(diào)整理賠崗位組織架構(gòu)框架,結(jié)合公司的業(yè)務(wù)發(fā)展特點(diǎn)以及公司的理賠管理要求,借鑒同行業(yè)的先進(jìn)理賠管理模式,提出將理賠部門從產(chǎn)品線獨(dú)立分出,重新設(shè)計(jì)各級(jí)機(jī)構(gòu)的相關(guān)崗位。根據(jù)不同崗位人員之間的績效、能力、資歷差異形成不同的薪酬等級(jí),為每個(gè)崗位等級(jí)建立了基本薪酬標(biāo)準(zhǔn)。 3.績效薪酬體系的改進(jìn),通過堅(jiān)持薪酬體系激勵(lì)性、公平性、競爭性、經(jīng)濟(jì)性、因地制宜、合規(guī)性的設(shè)計(jì)原則,將具有激勵(lì)機(jī)制的績效工資實(shí)際運(yùn)用到薪酬管理工作中。通過建立一套行之有效的績效薪酬體系來強(qiáng)化理賠隊(duì)伍的建設(shè)。 4.福利薪酬體系的改進(jìn),根據(jù)福利薪酬設(shè)計(jì)的目標(biāo),將公司理賠部門福利薪酬設(shè)計(jì)分為保障性福利和激勵(lì)類福利。從員工的需求出發(fā),克服了現(xiàn)行福利薪酬體系單一性的弊端,建立風(fēng)險(xiǎn)保障以解除員工后顧之憂,提高員工的工作積極性：建立激勵(lì)機(jī)制,以提高員工對企業(yè)的敬業(yè)精神和工作效能。 本文通過對ZM公司理賠部門薪酬管理體系進(jìn)行優(yōu)化設(shè)計(jì),更好的激勵(lì)了理賠部門員工的工作積極性和能動(dòng)性,對確保公司發(fā)展戰(zhàn)略目標(biāo)的達(dá)成具有重大的現(xiàn)實(shí)意義,對公司今后的發(fā)展必將產(chǎn)生積極深遠(yuǎn)的影響。
[Abstract]:ZM Insurance Company is the first insurance company in China with coal industry background, and the company is also the first insurance corporation in Shanxi Province. However, for a long time, the company has not set up a separate claim management department, so the management of the personnel in the claims department is relatively weak. It is difficult to adapt to the needs of the development in the environment of the growing ranks of the company claims and the intensified competition in the insurance market. The claims department urgently needs a set of scientific and reasonable salary management system. Based on the development strategy of claim business of ZM insurance company and the current situation of claim department of ZM insurance company, this paper aims at the main problems existing in the existing system of claim department of ZM insurance company: the position setting does not coincide with the strategy of enterprise development stage. The post setting and post evaluation system are not perfect, the compensation strategy and salary system are lack of scientific and incentive, etc. Under the guidance of compensation management and compensation design theory, this paper applies the methods of literature research, field investigation and analysis, interview, experience summary and observation to the existing compensation system of the claim department of ZM insurance company. From three aspects: the improvement of basic compensation system, the improvement of performance compensation system and the improvement of welfare compensation system, the optimization design of post based compensation system is carried out, and the improvement scheme of compensation system of ZM insurance company is established. At the same time, this article further determined the salary system improvement program implementation steps. Through the study of this paper, the following conclusions are drawn: 1. According to the new requirements of ZM insurance company to claim compensation at the present stage, the compensation system of claim department is designed based on the function of claim position, and the optimization design goal of the current compensation system of claim position is put forward respectively. Optimization of design principles and optimization of the design process to improve the scheme. 2. According to the idea of vertical claim management of the company and then adjust the organizational framework of claim position, combined with the characteristics of business development and claims management requirements of the company, the advanced claim management model of the same industry can be used for reference. Propose to separate the claim department from the product line and redesign related positions at all levels. According to the performance, ability and seniority of different post personnel, different salary grade is formed, and the basic salary standard is established for each post grade. 3. By adhering to the design principles of incentive, fairness, competition, economy, adaptation to local conditions and compliance, the performance salary with incentive mechanism is applied to salary management. Through the establishment of an effective performance compensation system to strengthen the construction of claims team. 4. The improvement of welfare compensation system, according to the goal of welfare compensation design, the company claims department welfare compensation design can be divided into indemnificatory benefits and incentive benefits. Based on the needs of the employees, this paper overcomes the disadvantages of the singularity of the current welfare compensation system, establishes the risk protection to relieve the employees' worries, and improves the staff's working enthusiasm, and establishes the incentive mechanism. In order to improve the employee's dedication to the enterprise and work efficiency. Through the optimization design of compensation management system in claim department of ZM Company, this paper encourages the enthusiasm and initiative of the employees of claim department better, and has great practical significance to ensure the achievement of the strategic goal of development of the company. The future development of the company will have a positive and far-reaching impact.
【學(xué)位授予單位】：太原理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F272.92;F842.3

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