Optimal Design Of The ZM Company’s Cliams Staff Compensation System

ZM is the first domestic insurance company with the coal industry background, as well as the first insurance legal entity in Shanxi province. However, there’s no independent management department on claim affairs in the company for a long time, which leads to the relatively weak personnal management and gradually weak competition in meeting the development needs in the increasingly competitive insurance market, so it is mostly urgent for the claim department to establish a scientific and reasonable remuneration management system.Based on the claim development strategy and the present situation of claim department in ZM company,the thesis proposes the main problems that exist in the current system claim department:it’s inconsistent of the post setting and enterprise stage development strategy; it’s imperfect of the post setting and post evaluation system; it’s lack of science and incentive in the remuneration policy and system. Following the enterprise remuneration management and design theory, with the research methods about literature research, field research and analysis, interviewing, experience summarizing, observation and so on,the thesis proposes a optimizated design to the present remuneration system of the claim department in ZM company. Majorly, the improving program includes the three aspects:the basic remuneration system,the merit pay system and the welfare. Besides, in allusion to improving program of remuneration system, the thesis puts forward the implementation steps, the related countermeasures, the suggestions and draws the following conclusion through the research: 1. According to the new requirements of the claim work in present ZM insurance company, in present remuneration system of the claim post, it’s taken the new the design idea based on the merit appraisal, as well as the optimizated design goals principles and process of the improvement program are proposed.2. To improve the basic remuneration system of the claim post, it’s need to establish a scientific and reasonable post system of the post setting, analysis and evaluation.3. To improve the performance salary system, by adhering to the incentive pay system, fairness, competition, economy, suit one’s measures to local conditions, compliance with design principle, performance salary incentive mechanism applied to salary management. Construction through establishing a set of effective performance pay system to strengthen the claims team.4. Improving welfare compensation system, according to the welfare salary design goal, the claims department welfare salary design, in order to ensure the welfare and incentive class welfare. Starting from the needs of employees, overcomes the defects of the existing salary system of welfare of oneness, establishing the risk safeguard to remove any menace from the "rear" employees, improve the staffs enthusiasm for work; establishing incentive mechanism, in order to improve the staff of the enterprise spirit of dedication and work efficiency.Strive for the company reasonable and optimized design claims department salary management system, better incentive claims department staffs work enthusiasm and initiative, that is of great practical significance to reach the target company’s development strategy and on the future development of the company have a positive and far-reaching impact.