Research On The Employees Performance Management In Sales System Of Life Insurance Enterprises

After the rapid development of more than20years, the life insurance industry inChina has accumulated lots of problems while having made great achievements.Especially the less standard model of employment in the marketing system and theimplementation of “mass strategy” in practice has led to the fact that the team ofmarketing staff is so huge that they have reduced to “marginal people”, having littlesense of belonging to the enterprise and little royalty, thus with very poor stability. Allthis, together with the management appraisal system that focuses itself on one-sidedmarketing performance, has given rise to many problems, affecting the sustainabledevelopment of the whole industry, and even bringing negative influence to the socialstability. To solve the above problem, the fundamental way out is to put effectiveperformance management into practice.To this aim, this thesis puts forward that a systematic target system of marketingstaff performance management should be set up based on target orientation of theenterprise development strategy. Meanwhile, a systematic explanation is made from fiveaspects including the research background and significance, foundation and method ofthe performance management theory, analysis of the employment situation in lifeinsurance enterprises, problems that exist, and the reconstruction of the employeeperformance management index system in life insurance enterprises. Many opinions inthis thesis are innovative and operational such as the definition of internal contract laborrelations, the program of performance management based on the target orientation,comprehensive salary pattern with multistep commission, design of the profession titleappraisal system, design of the training system with a view to the marketing staff careerplanning, and the inclusion of the marketing team into the scope of mediation by laborlegislation, etc. Through research on the employees performance management in salessystem of life insurance enterprises the following conclusions are drawn: The performance management is a dynamic feedback system and the core isperformance appraisal, but never only rest on the level of performance appraisal,neglecting roles of other aspects, otherwise, the performance management will stay inform. The object of employees performance management in sales system of lifeinsurance enterprise is special and the construction of performance management indexsystem must attach great importance to the fundamental concerns of employees,emphasizing the ideas of common development between the staff and the enterprise andalways adhering to the positive incentive. Salary incentive must focus on long-term goalof marketing team construction, strengthening stable relations between employees andenterprise through comprehensive salary pattern with multistep commission. To solvemarketing staff "marginal people " status problems, we must promote the post"transformation" system design and include the marketing staff employment system intothe scope of mediation by labor legislation and enhance the social recognition, only bythis can we solve problems. Therefore, we must coordinate practical steps and long-termplanning and implement step-by-step and seek a way out through developments andreforms. The core of the performance management system reconstruction is to determinethe selection of key performance indicators and the starting point is based on the targetorientation of the enterprise development strategy. With a view to the of career planning,training is an important channel to enhance the level of performance management, wemust attach great importance to the design of the training system and the profession titlesystem, thus open space for the professionalization development of life insurancemarketing team.