Insurance Company's Performance Appraisal:Problems And Countermeasures

The design of performance appraisal system is not only the foundation of performance management but also an important and difficult work.It requires immediate solution to the property insurance enterprises confronting increasingly fierce competition that how to design and establish a set of performance appraisal system which is scientific,effective and can satisfy the demand of enterprise strategic development.The implementation of performance appraisal is also very important,it decides whether the performance appraisal system can give full play to its functions.Therefore,it is necessary to pay attention to establishing scientific and effective performance evaluation index system and performance management system in order to improve core competitiveness and development of enterprise.This thesis is trying to organize the related performance theory,analyze comprehensively on balanced score card,assessment method of key performance indicator and their advantages and disadvantages,explore the conceive of using balanced score card and assessment method of key performance indicator to establish ZY branch company's system of performance appraisal and performance management.This paper is divided into five parts.The first chapter mainly introduces the research background,significance,thoughts and methods,summarizing the logical construction,each chapter's the main content and the possible innovation and deficiency of this thesis.The domestic research about performance appraisal and performance management is reviewed,which provides the theoretical foundation for establishing performance appraisal system in ZY Branch Company effectively.The second chapter mainly organizes the concepts of performance,performance appraisal,performance management and their interrelations,and represents three aspects of performance appraisal,which includes working performance appraisal,working attitude appraisal,working capability appraisal,and theoretical contents about how to establish performance appraisal indicator system.This thesis describes in details the concepts,principles,preconditions,et cetera of Balanced Score Card(BSC)and Key Performance Indicator(KPI),and analyzes the advantages and disadvantages of Balanced Score Card method and Key Performance Indicator method being used in enterprise performance evaluation.The third chapter takes ZY Branch Company as an example to investigate the current situation of ZY Branch Company's original performance appraisal system,and presents the ZY Branch Company's original performance appraisal system,including the aims,indexes,standards setting,and particular assessment method of performance appraisal.Several problems existed in the original performance appraisal are pointed out,which are performance left enterprise strategy,the choice of performance appraisal exists limitations,concerning the results of performance appraisal but neglecting the management of performance generating process,ignoring the performance communication,unscientific performance indicator,etc.The cause of problems mentioned above is deeply analyzed,which is the company's leadership lack of understanding of performance appraisal and do not pay enough attention to it,lack of effective performance management system and feed-back of performance appraisal results.Aiming at the above problems and causes existed in ZY Branch Company,it is designed in the latter chapters that a new system of ZY Branch Company's performance appraisal.The fourth chapter designs the new performance appraisal system based on the ZY Branch Company strategy,aiming at the problems existed in the ZY Branch Company's original performance appraisal system.Combining with the ZY Branch Company's reality,the author gains insight into and grasps four key factors for performance appraisal:performance target,performance assessment,performance coaching,performance motivation,designed performance cyclic process appropriate for ZY Branch Company.In order to further employ the Balanced Score Card concept and method to forming four dimensions composed of finance,clients,interior orchestration and employees' growing and learning,the general key performance indicators of ZY Branch Company is designed from the strategic point,and Balanced Score Card is used in company's three major modeling of sailing,serving and operating,it makes the company's strategy been realized successfully.The fifth chapter expounds the ZY Branch's new performance appraisal system's concrete implementation,including performance plan formulating,performance appraisal operating procedure,performance appraisal feedback,and the operating mechanism of appraisal results.It also points out that providing performance training to managers and employees is still necessary in order to guarantee the effective implementation of performance appraisal system.At last,the author reflects on how to establish and implement Balanced Score Card effectively.There is no absolutely perfect performance appraisal system,neither un-amendable performance appraisal system,so it is necessary to integrate continuous improvement into performance appraisal as an idea.Appraisal is not a goal but a method,its ultimate aim is conducting the company to improve its core competitive competence and capacity of sustainable development.As far as the current literatures the author read is concerned,there are considerable discussions about performance appraisal system and its management system in academic circles.The possible innovations of this thesis may lie in:As for topic selection,the author takes ZY insurance company he served as the real world case,makes a deep analysis of the problems existed in company performance appraisal system,puts forward the new performance appraisal system and management system for ZY Branch Company,based on practice and theory,and attempts to pursue innovation.As for research method,this thesis is based on economics,emphasizes combination between the theory and practice,uses theory to guide practice,and lets the practice to test theory and design,attempts to pursue innovations in the performance appraisal working of ZY insurance company,makes the current performance appraisal working of our company have some breakthrough,the performance being improved,company's development being accelerated.As for a viewpoint,the thesis synthetically analyzes theory of Balanced Score card and key performance indicators and their strengths and weaknesses theory,presents four key factors:performance target,performance assessment,performance coaching,performance motivation,designs performance cyclic process and guaranteed conditions appropriate for ZY Branch Company.Of course,performance appraisal problem has the characteristics of combining theory with practice and involving many subjects.The topic discussion of insurance company performance appraisal in the thesis,is not only the demand of author's working,but also a challenge to his knowledge and capability.The author hardly dared to hope to use the comprehensive performance appraisal as the immediate solution of company,but attempts to explore the interested subject of performance appraisal under the guidance and help of tutor and teachers,and looks forward to providing some help to company.Considering the author's theoretical attainment,knowledge,abilities of research and analysis and knowledge internalization have deficiency and limitations,there must be some mistakes and careless omissions,I sincerely hope that tutors will not stint your criticism.The defect of this thesis is that the author explores and researches only on the current performance appraisal status of ZY Branch Company,lacking of studies in depth of the problems existed in performance appraisal,and ZY Branch Company's strategy management,human resource,corporate culture etc.Therefore,considering defects of this thesis,the questions that need to further studied and resolved by the author are:insisting on improving ZY Branch Company's performance appraisal system design in its practical execution,introducing human resource management into the performance appraisal scope and amending it,realizing corporate culture construction and performance amalgamation,and so on.