I 摘要 保险业作为我国金融业最早开放、最开放、增长最快的行业，近年来发展迅速， 取得了一定的成绩。保险业的业务实体也从数个增长到数百个，保费规模也突破万亿 大关。作为保险业的重要主体——保险代理人，要不断面对保险行业发展所带来的系 列变化，经营方式由粗放向精细化转变，销售方式由传统向专业化转变，销售重点从 产品转向客户，如何激发保险代理人干事创业热情，就显得尤为关键。 当前，保险代理人队伍整体素质不高、增加高素质员工难度大、留存率低，代理 人短期行为严重其主要原因是保险代理人的薪酬制度不合理。在市场环境和客户需求 发生重大变化的背景下，改革和完善保险代理人的薪酬制度，对促进保险业持续健康 发展就非常重要。本文在文献综述与理论梳理的基础上，简要介绍了保险代理人制度 的演变及发展，对保险代理人相关概念进行阐述，在此基础上厘清了薪酬体系的组成、 基本类型及其内涵。 以 XHRS 公司的保险代理人为例，结合问卷调查和实地走访，分析保险代理人薪 酬体系现状是物质激励占比过高，精神激励不足；绩效考核标准变化频率快，员工满 意度不佳；团队凝聚力不够、代理人安全感不足，这些都归因于保险代理人薪酬管理 机制不健全，激励手段不完善；薪酬绩效考核机制不完善；公司过度强调业绩、忽视 对员工的人文关怀等。XHRS 公司应根据薪酬体系设计的六大原则，依照保险代理人薪 酬设计的基本思路，在保险代理人的岗位工资、绩效工资、福利收入三个层面上进行 优化设计。与此同时，对保险代理人新薪酬体系在不同区域、险种、岗位的具体应用 和实施保障措施提出了具体策略，以期获得良好效果。 关键词，代理人；薪酬体系；激励机制；绩效考核；福利保障西北农林科技大学硕士学位论文 II ABSTRACT As the earliest open, most open and fastest growing industry in China's financial industry, the insurance industry has developed rapidly in recent years and has achieved certain results. The number of business entities in the insurance industry has also increased from several to hundreds, and the scale of premiums has also exceeded the trillion mark.As an important part of the insurance industry, the agents has to face a series of changes in China's insurance industry ,such as the business mode has changed from extensive to refined, the sales mode has changed from traditional to specialized, and the sales focus has shifted from products to customers,so how to encourage their devotion is more important. At present, the overall quality of the insurance agent team is not high, the difficulty of increasing high-quality employees, the low retention rate, and the short-term behavior of agents are serious. The main reason is that the insurance agent's compensation system is unreasonable. In the context of major changes in the market environment and customer needs, it is particularly important to reform and improve the insurance agent's compensation system to continue to maintain a healthy and stable insurance industry.On the basis of literature review and theoretical combing, this paper introduces the evolution and development of insurance agent system, expounds the related concepts of insurance agents, and introduces the composition, basic types and basic theories of salary system. Taking XHRS insurance agent as an example, combined with questionnaire survey and field visit, this paper analyzes the status and existing problems and causes of insurance agent compensation system, which is mainly reflected in the ratio of salary incentive and the lack of spiritual incentives; The performance appraisal standard changes frequently,the employee satisfaction is not good; Team cohesion is not enough, agent lack of security; large lack of humanized care, lack of basic social security. Combining the current status of XHRS insurance agent compensation system, optimize its existing insurance agent compensation system, the company should follow the six principles of the salary system design, in accordance with the basic ideas of insurance agent compensation design, optimize the design of the insurance agent's post salary, performance salary, welfare income. At the same time, the insurance agent's new salary system is discussed in different regions, insurance types, positions, and the implementation of the system, and the insurance agent's salary system is further optimized and developed.ABSTRACT III KEY WORDS: agent; salary system; incentive mechanism; performance appraisal; welfare guarantee目 录 I 目 录 摘要....................................................................................................................................I ABSTRACT .....................................................................................................................II 第一章 导论..................................................................................................................1 1.1 研究背景 ............................................................................................................... 1 1.2 研究目的 ............................................................................................................... 2 1.3 研究意义 ............................................................................................................... 2 1.3.1 理论意义 ........................................................................................................ 3 1.3.2 实践意义 ........................................................................................................ 3 1.4 国内外研究动态综述 ........................................................................................... 3 1.4.1 国内研究动态综述 ........................................................................................ 3 1.4.2 国外研究动态综述 ........................................................................................ 4 1.4.3 国内外研究评述 ............................................................................................ 5 1.5 研究方法与研究内容 ........................................................................................... 6 1.5.1 研究方法 ........................................................................................................ 6 1.5.2 研究内容及框架结构 .................................................................................... 6 第二章 相关概念及理论基础......................................................................................9 2.1 保险代理人制度的演变及发展 ........................................................................... 9 2.2 保险代理人相关概念 .......................................................................................... 10 2.2.1 保险代理及保险代理人的内涵 .................................................................. 10 2.2.2 保险代理人的类型 ...................................................................................... 10 2.2.3 保险代理人与一般员工的区别 .................................................................. 11 2.3 薪酬体系及内涵 ................................................................................................. 12 2.4 薪酬体系的基本类型 ......................................................................................... 13 2.4.1 职位薪酬体系 .............................................................................................. 13 2.4.2 绩效薪酬体系 .............................................................................................. 13 2.4.3 技能薪酬体系 .............................................................................................. 13 2.4.4 年功薪酬体系 .............................................................................................. 14 2.4.5 综合薪酬体系 ............................................................................................... 14 2.5 薪酬体系设计的基本理论 ................................................................................. 14 2.5.1 需求层次理论 .............................................................................................. 14西北农林科技大学硕士学位论文 II 2.5.2 公平理论 ...................................................................................................... 15 2.5.3 双因素理论 ................................................................................................... 15