P-guarantee Xi'an Branch Sales Team Performance Appraisal System Optimization Research

The increasing rate of resignation,which lead to a unstable structure of employee,will have a big impact on enterprises.One of the reasons contributing to the problem is the company's unreasonable performance appraisal system.The object of this study is P Property-Casualty Insurance Company's performance appraisal system for its telephone sales team and members.The conclusions of this study are the following:(1)The performance appraisal system of P Property-Casualty Insurance Company's Xi'an Branch has a lot of problems in the process of planning,designing,implementing and applying of the results and feedback.(2)There were four reasons that caused Xi'an Branch's performance appraisal system's problems.The first,Xi'an branch arid its management's awareness of performance appraisal is not enough.The second,the designing of the performance assessment was ignoring the company's strategy,and didn't take into account the views of the staff.The third,the implementing of the performance appraisal was not monitored by anyone or team.The last,the performance appraisal system didn't have a mechanism to support the implementation.(3)The adopting of the balanced scorecard model to optimize the telephone sales team's performance appraisal system of P Property-Casualty Insurance Company's Xi'an Branch is very necessary and feasible.The designing of this system should attention to the basic principles which are strategic,systemic and practical,also should focus on balanced scorecard principle of operation.Objectives of performance appraisal system need to keep consistent with the strategic objectives and also to focus on improving the staffs ability.(4)The performance evaluation system based on balanced scorecard has four dimensions,which are financial,customer,internal processes,learning and growth.It also has two levels,which are individual level and team level.The highest proportion is financial dimension and the second is customer dimension in both level.The last two dimensions share the equal proportion in team level.The proportion of learning and growth is higher than internal processes.Indicators for each level of each dimension are different.(5)The optimization plan of performance appraisal system based on balanced scorecard needs certain organizational safeguards and communication and feedback mechanism to support its implementation.In addition,the company can select some branches to implement the performance appraisal system.And in the process if implementation,the company need to communicate with telephone sales team and its members and win other departments'coordination and cooperation.