Research On Evaluation System Of Insurance Broker’s Firm Department Of Electric Fewer Enterprises

In this paper, the author’s practical work experience as reference, the study of electric power enterprise insurance departments of Broker’s Firm appraisal system. The electric power enterprise and its subordinate units of each business section, dominated by state-owned enterprises employees constitute the basic establishment. Electric power enterprises subordinate professional insurance Broker’s Finn, traditional business scope mainly rely on the power of its internal resources, with the intensifying of market competition and demand for the development of enterprises to enhance, strengthen professional ability has become the strategic action of the company, to absorb the talent market professionals is a common method has small investment, quick. The recruitment of insurance brokerage personnel, composed of market operations, and gradually replaced part of the original state-owned enterprise staff, has become an inevitable move enterprise development way, while also facing the contradiction between the traditional state-owned enterprise system and the emerging market of labor.The traditional performance oriented performance appraisal will intensify the contradiction, establish performance evaluation mechanism and reasonable department is an important step for the healthy development of enterprises. In this paper, through the display of analysis of insurance Broker’s Firm Department of electric power enterprise performance appraisal situation, to study the measures to deal with the existing five major problems. Firstly, the importance of clear sector performance appraisal analysis of effect; later, the list of three mainstreams of assessment methods, namely the method of management by objectives, critical success factor analysis method (KPI method) and the balanced scorecard method (BSC method), the balanced scorecard method, integrated application of other methods, it proposes the overall design; finally, the above theoretical basis, to the imaginary Target Corp, namely the performance appraisal system of H were optimized, including the optimization assessment process, assessment content, assessment of rules and the implementation of security measures.Through the analysis and optimization of the paper, finally, draw three main conclusions:(1) The performance appraisal system is an important part of human resources management system, it and other human resources management module can be combined, promote each other, forming a virtuous cycle of human resources management system, in order to promote the smooth realization of the strategic goal of enterprise. (2) The current performance appraisal system of the Department of the H company mainly lies in the lack of scientific strategic support, the pursuit of short-term performance while ignoring long-term development, evaluation management exist deficiency, business leaders do not pay enough attention to the performance evaluation, the lack of feedback mechanism, the lack of democratic participation system, and thus unable to give full play to the role of performance appraisal system of modern enterprises.(3) The comprehensive evaluation method based on balanced score card, with H company to realize the strategic requirements, and become an effective tool to improve the performance appraisal department of the H company. The system fully, through positive feedback, the implementation of sector performance appraisal system can obtain better effect.The sector performance appraisal system is optimized, a change in the H past issued performance appraisal thought the task type, so that the new performance evaluation system more in line with the actual sector; on the other hand, through the theoretical tool of performance appraisal, and learn from the advanced experience of performance appraisal, the performance appraisal system is designed to adapt to modern enterprise the management requirements of the Department; the application of the Balanced Scorecard Based on comprehensive management tool, to a certain extent provides H company how to realize the balance development, implementation is expected to promote the strategic objectives.