I 摘要 中国人民财产保险股份有限公司（以下简称“人保财险”），自从 1978 年全面 恢复国内业务以来，一直在国内保险市场处于独家垄断地位。直到 1989 年中国太 平洋保险公司成立，1991 年中国平安保险公司成立，人保公司才开始在全国范围 内受到市场竞争的影响。而真正开始感受到市场竞争的冲击，是在 2001 年中国加 入 WTO 以后，中国保险市场逐渐全面放开，保险竞争主体相对迅速地增加。从 1980 年—2000 年的二十年间，国内开业的财产保险公司仅有 15 家，而且其中 70%左右 的公司只有能力在沿海区域开展业务；而从 2000 年—2009 年底的短短十年时间， 国内开业的财险公司即由 15 家增至 51 家，其中中资公司 34 家，绝大部分都在全 国范围内设点开业。这么多的新保险公司成立，人才成为各家公司争夺的重点。 本文将要研究人保财险 SL 支公司成立于上世纪八十年代中期，至今仍保留了 国企时代的正式工与代办员之分，并在劳动合同、薪酬、晋升机会上予以严格的 区分。近十年来，SL 支公司为应对 2003 年公司的股份制改革和 2008 年新劳动法 的实施，对公司的用工制度和薪酬分配制度进行了两次调整。两次调整的结果， 非但没能提高员工的工作积极性、达到稳定员工队伍的作用，反而使员工的工作 效率更低，员工人心涣散，离职率高居不下。 在这种情况下，本文作者提出了要探索适合人保财险 SL 支公司多元化用工模 式下的薪酬分配方案。报告共分五个部分， 第一部分为绪论，介绍研究人保 SL 支公司多元化用工模式下薪酬分配的背景 和意义，研究目的和研究内容，研究方法和技术路线。 第二部分为薪酬分配与多元化用工的相关研究综述，从国内外的他人经验和 理论研究的角度为探索人保 SL 支公司多元化用工和薪酬分配提供理论依据和实践 参考。 第三部分通过对人保 SL 支公司用工模式和对应薪酬管理现状介绍，及与同行 业的代表公司——平安财险基层公司和永安财险基层公司用工模式和对应薪酬管 理现状的进行比较，提出人保 SL 支公司用工模式和薪酬管理现状主要存在的问题。 第四部分为人保财险 SL 支公司薪酬分配改革方案的探索，包括改革的方向和 模式，步骤、途径和关键问题等。摘要 II 关键词，多元化用工，薪酬分配，绩效工资 第五部分是结论及展望。Abstract III Abstract Since the domestic insurance business went on again in 1978,PICC(People's Insurance Company of China)has been always at the monopoly position. PICC has no competitor in the insurance market all over china until CPIC(China Pacific Insurance Company)and PAPC(Ping An Insurance Company of China)were set up respectively in 1989 and in 1991.PICC felt real competition and full challenge while the Chinese insurance market gradually opened with the increased number of insurance companies after china became the member of WTO in 2001.During the 20 years from 1980 to 2000,there were only 15 insurance companies. And 70% companies can only started their businesses in the coast areas. However, the number of property companies has raised to 51 in 2009 comparing to the number of 15 in 2000,during the short 10 years. Among the 51 insurance companies, there were 34 China-invested enterprises, almost which set up number of brunches all over china. So human resource has become the critical point of competition among the fresh insurance companies. The target company, this paper is going to discuss, is PICC SL brunch which was founded during the middle periods in 1980s . The company still remains different status between formal employees and agent employees. They have definite differences in terms of labor contract, salary and promotion chance. SL company adjusted its labor regulations and salary distribution regulations twice respectively for joint stock system reform in 2003 and for the implemention of new labour legislation in 2008. The twice reform of adjustments had no effect on improving the positive working attitude and making the group stable, whereas resulted in lower working efficiency, higher rate of demission and negative attitude. In such a case, the author raises the issue to explore the salary distribution protocol for the PICC SL brunch under diversification of labor employment. The paper has 5 parts as follows. 1 st part: Introducing study background, significance, purpose, content, method, routine of labor employment diversification for PICC SL brunch. 2 nd part: Correlative study summarization for labor employment diversification regulations. Supplying academic basis and practical reference for labor employmentAbstract IV diversification regulations from the standpoint of other experience and academic research home and abroad. 3 rd part: Introducing current situation of labor employment models and salary distribution administration of PICC SL brunch. Comparing to the candidate companies of PAPC basic company and YAIC basic company under regulations of labor employment models and salary distribution administration. Raising the main issues with respect to PICC SL brunch. 4 th part: Exploring the reform protocol of salary distribution regulations for PICC SL brunch, including reform direction,model,steps,approaches,critical issues and so on. 5 th part: Conclusion and prospect. Key words: labor employment diversification, salary distribution, performance wages目录 V 目 录 第一章 绪 论.............................................................................................................. 1 1.1 研究的背景和意义 ............................................................................................ 1 1.2 研究目的和研究内容 ......................................................................................... 2 1.3 研究方法和技术路线 ......................................................................................... 2 第二章 薪酬管理与多元化用工相关研究综述............................................................ 3 2.1 多元化用工相关研究综述 ................................................................................ 3 2.1.1 什么是多元化用工 .................................................................................. 3 2.1.2 多元化用工存在的问题 ........................................................................... 3 2.2 薪酬管理相关研究综述 .................................................................................... 4 2.2.1 国有企业薪酬管理中存在的问题 .......................................................... 4 2.2.2 怎样做好薪酬管理 .................................................................................. 5 2.2.3 多元化用工的薪酬管理对策 .................................................................. 6 2.2.4 薪酬管理中的重点——绩效考核 .......................................................... 7 第三章 人保财险 SL 支公司薪酬管理现状 及与同行业的比较........................................................................................................ 10 3.1 人保财险公司的基本情况 ............................................................................... 10 3.1.1 中国现代保险业历史进程简介 ............................................................. 10 3.1.2 人保财险公司的发展历程与公司简介 ..................................................11 3.1.3 人保财险公司业务组织结构简介 ........................................................ 12 3.2 人保财险 SL 支公司的灵活用工模式 ............................................................ 13 3.2.1 公司股改前的用工模式 ...................................................................... 13 3.2.2 公司股改后的用工模式 ...................................................................... 14 3.2.3 新劳动法实施后的用工模式 .............................................................. 14 3.3 人保财险 SL 支公司薪酬分配变革历程及存在的主要问题 ....................... 15 3.3.1 公司股改前薪酬分配方式及简评 ......................................................... 16 3.3.2 公司股改后薪酬分配变革及存在的问题 ............................................. 17 3.3.3 新劳动法实施后薪酬分配变革 ............................................................ 19 3.3.4 SL 支公司两次薪酬变革共同存在的问题 ........................................ 22目录 VI 3.4 与国内其他财险基层公司薪酬管理状况的比较 .......................................... 23 3.4.1 平安财险基层公司的用工模式及对应的薪酬分配模式 ..................... 23 3.4.2 永安财险基层公司的用工模式及对应的薪酬分配模式 .................... 24 3.4.3 上述三家财险公司的用工模式及对应薪酬分配模式的比较和分析 25