Optimum Design Of Salary System Of J County Branch Company Of Property Insurance

With intensify of market competition in recent years,many small and medium size property insurance companies such as ACIC,CCIC,CICP,TPBX,has began to open branches in the county market in the last two years,behind the huge insurer like CPIC,PAIC,GPIC etc.The advantage of state-owned insurance companies with countylevel outlets nationwide has also gradually narrowed,after losing leadership in some of the first-tier markets such as Beijing and Shenzhen.Property insurance company J County branch belongs to the fourth-level county business unit of a state-owned property insurance company in China.In 2003,the group implemented the shareholding system transformation,aiming at establishing a modern enterprise system,better adapting to the market competition environment,and being stronger in competing with other market entities.However,the company still suffered the influence of the planned economy in the management system since the reform of the shareholding system.After the promulgation and implementation of the New Labor Law in 2008,although the company has adjusted the employment and the salary distribution system,the problem of salary distribution left over from the old system has always existed: The human resources management system is relatively backward,lacking a rational and reasonable salary management system,and the salary distribution is arbitrary and the incentive measures are single.In the past five years,the insurance fee income scale of J County's branch insurance has increased from 20 million to 100 million.The main business scope has expanded from car insurance to agricultural insurance,non-auto commercial insurance and vehicle insurance.The marketing channels have evolved from a single direct sales to three marketing channels including intermediary channel,direct sales channel,and a agency channel,Which has led to the increasing demand for various types of talents and the higher professional requiring for employees.Therefore,forming a performance-oriented compensation system,is key to achieve sustainable development of the company's business.This paper uses the theory of salary management,based on the company's strategic development,job analysis and evaluation and other factors to carry out the salary system optimization design research.The full text is divided into six chapters.The first chapter is the introduction.The main content is the background of the topic and the research results at home and abroad.The second chapter is about salary management research.The third chapter is about the salary status of J county branch.Analysis,with the help of employee interviews,questionnaires,etc.,combined with the salaryrelated theory,analyzes the problems existing in the current salary system of the property insurance J county branch and the reasons for the formation of the problem;the fourth chapter proposes the salary based on the analysis of the problem in the third chapter.The system optimization plan,based on job evaluation,relies on the value of the position,optimizes the salary distribution system;Chapter 5 proposes the safeguard measures for the implementation of the optimized compensation system,ensuring that the optimization plan is implemented and implemented in place,fully exerts the incentive effect of compensation,and improves the employees at all levels in performance of the work,to achieve an effective coordinated development of the organization.Chapter 6 is the summary of conclusions and the inadequacies of the research.