Research On The Optimization Of Performance Appraisal System For ZH Grass Roots Field Workers

By the end of 2018,the annual premium income of China's insurance industry has exceeded 3.8 trillion yuan,an increase of nearly 4%.Among them,91 life insurance companies and 88 property insurance companies have total assets of nearly 20 trillion yuan,an increase of 9.45% over the same period last year.From the composition of China's insurance companies,in 2018,property insurance reached nearly 120 billion yuan,and life insurance reached 2.6 trillion yuan.Personal insurance has become the largest category of insurance for Chinese residents.At the same time,some life insurance companies in China have not opened since they were approved.The main reason is the saturation of the market and the strengthening of industry supervision.It is expected that the number of new insurance companies will be 0 in 2019.This is not only an opportunity but also a challenge for life insurance companies.This opportunity and challenge ultimately reflects the opportunities and challenges of human beings.There are a group of enthusiastic,efficient and loyal staff at the grass-roots level,so whether it is market expansion or compliance management,it is conducive to the development of the insurance industry.In the fierce market competition of ZH Life Insurance Company,the original concept of performance appraisal of foreign investment companies is gradually out of touch with the domestic reality,resulting in a serious loss of grass-roots personnel,which often takes away the existing performance,making it difficult for ZH Life Insurance Company to develop rapidly and efficiently,and how to stabilize grass-roots personnel and win.Elimination of inferiority has become a problem for ZH Life Insurance Company.The purpose of this paper is to solve the problems existing in the performance appraisal of grass-roots personnel of ZH Life Insurance Company under the guidance of performance appraisal theory,and to retain and develop talents for ZH Life Insurance Company.Firstly,the literature research method determines that the guiding theory of this paper is performance appraisal theory,which focuses on the process of performance appraisal and the method of performance appraisal to create the full text;secondly,this paper analyses the current situation of performance appraisal of grass-roots employees of ZH Life Insurance Company,focusing on performance appraisal objectives,performance appraisal methods and performance appraisal.On the basis of cycle,content,standard and its application,this paper makes an in-depth analysis of the current situation of performance appraisal of grass-roots employees of ZH Life Insurance Company from three aspects: consistency of performance appraisal objectives,implementation process of performance appraisal,application and improvement of performance results.It is found that there are five problems in the performance appraisal of grass-roots employees of ZH Life Insurance Company.They are unclear performance appraisal objectives and processes,disjointed performance appraisal methods from reality,lack of scientificity of performance appraisal indicators,poor feedback communication of performance appraisal,and formalization of performance appraisal results.Furthermore,this paper also analyses the causes of the problems from both internal and external perspectives.The internal reasons are that the company's transformation neglects the development of grass-roots employees and that the grass-roots employees lack awareness of performance appraisal.The external reasons are that the slow development of performance appraisal in the insurance industry and the fierce competition promote the market to attach importance to business rather than management.Finally,aiming at the problems existing in the performance appraisal of the grass-roots employees of ZH Life Insurance Company,this paper puts forward the following countermeasures and suggestions: reconstructing the performance appraisal objectives and process system by defining the objectives of performance appraisal and improving the performance appraisal process;improving the performance appraisal methods to meet the actual situation;and improving the performance appraisal of the internal staff.Indicator system and improvement of field personnel performance evaluation index system to build a scientific performance appraisal index system;optimize the feedback communication mechanism of performance appraisal through the transmission of results and unblocked appeal channels;fifth,broaden the application scope of performance appraisal results,optimize salary management,and increase education and training to broaden performance.The breadth of application of assessment results.