Study On Incentive Mechanism Optimization Of T Branch Agent Of C Insurance

Insurance is an intangible,service-oriented product with risk compensation and financial functions.With the professional development of the insurance industry,insurance agency has become a profession,and insurance agents have rapidly become the dominant force in the entire insurance market.Insurance agents are the foundation of the development of C Insurance T Branch,and the key to the company’s development lies in how to use classic incentive theories at home and abroad,combined with a thorough investigation and analysis of employee satisfaction with existing incentive systems,and to optimize the company’s incentive level through scientific,reasonable,and effective measures.This paper,based on advanced employee motivation theories and methods at home and abroad,conducts a study on optimizing insurance agent motivation at C Insurance T Branch through a variety of incentive theories,considering the actual situation of insurance agents in the company.First,the paper introduces the company’s basic information and human resource situation,and discusses the current status of insurance agent motivation from five aspects:personnel selection,compensation management,performance appraisal,training and development,and honor and punishment.The second part is a satisfaction survey on the motivation status,in which the content of the questionnaire is set,and the results are analyzed from three aspects: basic information statistics,motivation factor statistics,and secondary factor statistics.According to the existing data of the company and the analysis of the questionnaire survey results,there are four problems in the motivation process of insurance agents in C Insurance T Branch: lack of humanistic care in the compensation system;strong subjective orientation in performance evaluation;promotion and training can not meet employees’ personal career planning;honor rewards are too single and formalistic.Finally,based on the current reality of weakened motivation effects and the root causes of the problems,optimization is systematically carried out from five aspects: compensation motivation,performance appraisal motivation,training motivation,reputation motivation,and motivation guarantee,following the principles of efficiency and fairness,balancing performance appraisal indicators for business quantity and quality,combining long and short motivation cycles,and integrating explicit and implicit measures,as well as supervision,restraint,and incentives.In terms of compensation motivation,the insurance agent’s compensation structure is adjusted,a variable compensation system is implemented,and the types of benefits are enriched;in terms of performance appraisal motivation,reasonable performance appraisal targets are set,multi-level appraisal indicators are established,and the feedback mechanism is improved;in terms of training motivation,comprehensive quality improvement training is carried out,and training processes and teacher quality are improved;in terms of reputation motivation,positive guidance for reputation motivation is strengthened,and the intensity of negative reputation punishment is increased;in terms of motivation guarantee,differentiated motivation is implemented according to employee differences,regulations and contracts are used for restraint,non-compete agreements are enforced,and the comprehensive quality of agents is improved through multiple channels.The extensive research and investigation in the early stage of this paper,the results of collecting and analyzing data such as interviews and questionnaires of insurance agents in C Insurance T Branch,and the theories and methods used in the study of insurance agent motivation in the company have certain reference value for other insurance companies to conduct research on insurance agent motivation optimization in the future.At the same time,this research can solve the current problems of the company’s insurance agents,such as passive work,low satisfaction,and serious turnover.It can provide some reference for the company’s internal management system,give more respect and trust to insurance agents,create a human resource system that is more conducive to employee competition and upward channels,so that insurance agents can meet their own needs while improving work efficiency and better achieve the company’s development strategy.