Property And Casualty Insurance Company Performance Management Research,

The Business activities of property insurance companies are unique. Talent is the greatest advantage in the competition of enterprise, and human resources management is an important job of corporate management. Performance management is an important component of human resource management of property insurance company, whose strategic meaning is achieved through the establishment of an effective performance management system, the construction of a channel for the transmission of company's strategy, and a top-down decomposition of strategy to department and staff.For property insurance company, we should learn from and make integrated use of the rational and applicable parts of the related methods of performance management, so that they can build an effective performance management system and ensure its effective implementation. This article takes a Property Insurance Company P for research to explore the construction of the performance management system.Through the analysis of the present situation of human resource and historical development and current situation of performance management in Property Insurance Company P, we find out the problems and their causes in the concept of performance management skills and the existing performance management system. Through theoretical analysis of the problems, the significance of the construction of performance management system is clearly demonstrated, as well as its design principles,Purpose and the general concept of the system. That is to say, by using the targeting method,guidance,feedback and achievement of goals in the goal management, together with the evaluation and incentive assessment of management cycle, the process design of this system is fixed, by using the balanced scorecard, the key performance indicators are fixed, as well as the process of performance management is arranged and completed.In the construction of performance management system, the performance plan is the start of the process, and it is also the most important step. Because whether the design of performance indicators is reasonable or not will directly determine whether it is meaningful for the follow-up work session. The reasonable set of performance indicators should be made and, based on the optimization of process and analysis of work, by using the balanced score card, the company's strategic objectives should be decomposed and implemented from company, department to staff. Weight of key performance indicators can be set by the weight factor method, index values should be set according to the company's historical performance, market conditions and the parent company's requirements. In the other sectors, performance tracking can be carried on with the form of performance seminar; Through the information system of business, financial management, the data for the assessment of quantitative targets is extracted at the same time, through the 360-degree evaluation and inquiry, the qualitative indicators can be assessed reasonably; through the performance interview, the work of performance feedback is accomplished. Finally, the results of performance should be comprehensive and reasonable. After the construction of performance management system, we should formulate performance management system and provide supporting facilities, as well as the human resources system construction, financial budget system and information platform construction, so that the system can be effectively implemented. The construction and implementation of the performance management system is aimed to ensure the realization of the company's strategies and raise the performance management's level.