Optimization Of Employee Performance Management System Of BL Life Insurance Henan Branch

With the continuous deepening of performance management theory research,how to make good use of performance management theory and promote the completion of corporate strategic goals in practice has become the focus of people's attention.In insurance companies with people as the main productive forces,objective and scientific employee performance management systems play a vital role in enhancing the company's own core competitiveness.After 8 years of development,BL Life Insurance Henan Branch has entered a mature period,and various problems in performance management have gradually emerged,becoming the shortcomings of the company's internal management.This article uses a combination of quantitative and qualitative methods to carry out an indepth and detailed study on the performance management system of BL Life Insurance Henan Branch,including the following aspects: First,the basis of comprehensive research on literature in the field of performance management On the first,we used questionnaire surveys and oneon-one interviews to discover the problems of the company's performance management system and explore the root causes of the problems.It is pointed out that the company's performance management system mainly exists: the performance evaluation indicators are not scientifically set,and the performance management process has gone through 1.Unreasonable use of performance appraisal results and unsound performance communication feedback mechanism.Secondly,based on the problems found in the previous period,the author has improved the BL life insurance company's performance management system from the aspects of assessment indicators and weight design,performance management process,communication feedback mechanism,etc.based on the experience of domestic and international leading companies.optimization.Finally,to ensure the implementation of the new system from the aspects of organizational structure,publicity and training,and supervision mechanisms.Two main conclusions are drawn by studying this article.First,four factors,including performance appraisal index setting,performance management process,performance appraisal results application,and performance communication feedback mechanism setting,have a greater impact on the employee performance management of BL Life Insurance Henan Branch.Second,in response to the above issues,the Henan Branch of BL Life Insurance Company's performance appraisal indicators,performance process management,and communication feedback mechanism are optimized,and a system integrating organizational structure,publicity and training,and supervision mechanisms is built to ensure that the new The performance management system exerts the greatest effect in the company.