X 保险公司是年某省产险市场保费收入排名第三的保险公司，但其员
工工作相对懈怠、流失频繁已经给 X 保险公司带来一定困扰。主要是由于公司
员工激励制度激励性较差：在物质激励方面工资构成不科学、福利发放形式单
一、晋升渠道不畅；在精神激励方面对员工缺乏日常关怀、忽视了与员工的沟
通交流，缺乏对员工的职业生涯规划、缺乏对员工的培训激励；在文化激励方
面公司的文化氛围还不够浓厚，对员工的合理化建议采纳不足，公司的文化凝
聚力不强等。这些问题的原因主要有高层管理者认识不足、现有激励措施设计
水平不高等。对于这些问题的优化，首先应遵循的原则是以人为本原则、差异
化原则、公平性原则、物质激励与精神激励配套原则；其次在具体内容上要通
过调整工资构成、改革福利层级等手段形成科学合理的薪酬激励体制；通过表
达对员工的日常关怀、加强与员工的沟通交流、为员工量身打造职业生涯规划、
对员工开展系统的培训激励等手段形成科学合理的精神激励机制；通过营造良
好公司文化氛围、增强员工的参与管理程度和巩固公司凝聚力等手段形成科学
合理的文化激励机制；最后为实现这些优化需要在 X 保险公司人力资源部门的
重视、激励程序的公平公开和注重激励机制的综合运用以及配套约束措施的基
础上来保障
关键词：X 保险公司；激励机制；人力资源
论文类型：应用研究II
Abstract
Along with the deepening of economic globalization, China's financial markets
have also made rapid development. As the important part of the insurance industry,
the financial market in China has become one of the fastest growing industries of the
national economy. But with the continuous expansion of China's insurance market,
the talent shortage problem has become the bottleneck of the development of
insurance industry. According to the modern human resource practice has proved that
the competition between the enterprises in the final analysis is the talent competition
between. Insurance companies only sets up the talent competition consciousness,
stimulate the enterprise staff's subjective initiative, arouse enterprise staff's work
enthusiasm and creativity, can be established in the fierce market competition,
achieve a place. So how to motivate employees of insurance enterprise, to establish
suitable for insurance of enterprise employees incentive mechanism is to improve the
core competitiveness of insurance enterprise, is the key to the success or failure of an
insurance company.
X insurance company is inprovince property insurance premium income
insurance company, which is the third largest market, but its employees work
relatively slack, frequent loss of X insurance company has caused a certain. Poor
incentive is mainly due to the company employees incentive system: in the aspect of
material incentive salary structure is not scientific, poor welfare in the form of a
single, promotion channel; In the spiritual aspects of employees lack of daily care,
ignore the communication with employees, lack of staff career planning, lack of
training to the staff motivation; In the aspect of culture incentive company culture
atmosphere is not enough strong, the low rationalization Suggestions to employees,
the company's culture cohesive force is not strong and so on. The reason for these
problems are mainly top managers understanding insufficiency, the existing
incentives design level is not high. For the optimization of these problems, first of all
we should follow the principles based on the principle of people-oriented,III
differentiation principle, the principle of fairness, the principle of form a complete set
of material incentive and spirit incentive; Secondly in terms of specific content to
adjust the salary structure, reform of the welfare level to form a scientific and
reasonable salary incentive system; By express daily care for the staff, strengthening
the communication with employees, for employees to make career planning, for
employees to carry out the system of training incentive measures form the spirit of
scientific and reasonable incentive mechanism; Through creating a good corporate
culture, enhance the staff to participate in the management level and to consolidate
company cohesion to form the culture of the scientific and reasonable incentive
mechanism; Finally to achieve the optimization need in X insurance company human
resources department attaches great importance to, incentive process fair and open,
and pay attention to the integrated use of incentive mechanism and constraint
measures on the basis of security.
Key words: X insurance company; Incentive mechanism; The human resources
Paper type: applied researchIV
目 录
第一章 绪论......1
第一节 研究背景及意义......1
一 研究背景 .1
二 研究意义 .2
第二节 国内外研究现状......2
一 国外研究成果 .........2
二 国内研究成果 .........4
三 国内外相关激励理论对我国企业建立激励机制的启发 ..5
第三节 研究思路与方法......6
一 研究思路.6
二 研究方法.6
第四节 创新点及不足.........7
一 创新点 ...7
二 不足之处 .7
第二章 X 保险公司员工激励机制现状.....8
第一节 X 保险公司概况 ......8
一 部门设置 .8
二 人力资源结构..........9
第二节 X 保险公司员工激励情况介绍 ......9
一 物质激励 .9
二 精神激励 11
三 文化激励 12
第三章 X 保险公司员工激励机制问题分析 ...........14
第一节 X 保险公司员工激励机制满意度调查 ...........14
一 调查问卷设计.........14
二 调查分析结果.........15V
第二节 X 保险公司激励机制存在的问题...15
一 物质激励存在的问题 ...15
二 X 保险公司精神激励存在的问题 .......18
三 X 保险公司文化激励存在的问题........20
第三节 X 保险公司员工激励问题产生的原因分析.......21
一 高层管理者认识不足 ...21
二 激励措施设计水平不高..22
第四章 解决 X 保险公司员工激励问题的措施........24
第一节 X 保险公司员工激励应遵循的原则.24
一 以人为本原则.........24
二 差异化原则 ..........25
三 公平性原则 ..........25
四 物质激励精神激励配套原则 ..........25
五 系统性原则 ..........26
第二节 X 保险公司员工激励改进的具体措施...........26
一 积极调整物质激励 .....26
二 积极调整精神激励 .....29
三 积极加强文化激励 .....32
第五章 X 保险公司员工激励优化措施实施的保障.....34
第一节 保障激励机制实施的促进措施 .....34
一 人力资源部门应重视员工激励 ........34
二 激励程序公平公开 .....34
三 注重激励机制的综合运用.35
第二节 保障激励机制实施的约束措施 .....35
一 制度约束 35
二 惩罚约束 35
第六章 结论 ....36
参考文献 .........37
附 录 X 保险公司员工激励机制调查问卷39VI
致 谢 ...........421
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