随着社会的发展，经济环境变得复杂化,经济结构不断调整，在互联网、大 数据、云计算的背景下，多元化、个性化的消费者需求为保险公司的发展提供了 广阔的空间，同时使保险公司之间的竞争也越来越激烈。当今的社会，企业之间 的竞争其实就是人力资源的竞争。保险公司的销售人员是重要的人力资源之一， 销售人员的销售能力能否充分地发挥，将直接影响企业的市场业绩。如果保险公 司想要有更好地发展，必须要做到“珍惜人才、爱护人才，留住人才”。科学、 合理的薪酬体系能帮助企业优化人才结构，提高人才的工作效率，吸引人才和留 住人才，发挥人才在工作过程中的主动性和创新性。对于保险公司而言，人才的 稳定才能促进保险公司经营目标的实现，为保险公司未来的发展奠定坚实的基 础。 本文以 T 保险公司的销售人员为研究对象，通过问卷、访谈和统计方式对销 售人员的薪酬体系进行多方面地调查研究，发现销售人员对现行的薪酬体系存在 不同程度地不满，销售人员的工作积极性也因此受到了影响。通过调查，找出 T 保险公司销售人员薪酬体系存在的问题，主要体现在薪酬水平不高，薪酬结构失 衡等方面。本文对这些问题产生的原因进行分析总结。通过问题的查找，原因的 分析，提出 T 保险公司销售人员薪酬体系的优化方案，主要包括优化基本工资、 设置公平合理的绩效考核机制、优化销售提成的提成比例和奖金及福利等方案。 通过优化 T 保险公司薪酬体系，为 T 保险公司健康有序的发展提供有力的保障。 关键词：薪酬体系；T 保险公司；销售人员T 保险公司销售人员薪酬体系优化研究 I ABSTRACT With the development of society, the economic environment has become more complicated and the social structure has been constantly adjusted. Under the background of Internet, big data and cloud computing, the diversified and personalized consumer demand provides wide space for the development of insurance companies, and at the same time makes the competition among insurance companies getting tougher and tougher. In today's society, the competition between enterprises is actually the competition of human resources. The salesman is one of the important human resources in an insurance company, and whether the sales ability of salesman can be brought into full play will directly affect the market performance of the enterprise. If insurance companies want to have better development, they must "retain, cherish and retain talents". Scientific and reasonable salary system can help enterprises to optimize the talent structure, increase the talent’s working efficiency. It can attract, retain talent, and give full play to the initiative and innovation of talents in the work process. For insurance companies, the stability of talents can promote the realization of insurance companies' business objectives, and lay a solid foundation for the future development of insurance companies. Taking the sales staff of T insurance company as the research object, this paper surveys and studies the basic composition of the sales staff's salary in many aspects, through questionnaires, interviews and statistics. It is found that the salesmen are dissatisfied with the current salary system to varying degrees and their work enthusiasm is affected accordingly. Through the investigation, it finds out that the problems existing in the salary system of T insurance company's sales personnel are mainly reflected in the low salary level, salary structure imbalance and other aspects. This paper analyzes and summarizes the causes of these problems. By finding out the problems and analyzing the causes, the optimization scheme of T insurance company's sales personnel compensation system is put forward，which mainly includes optimizing the basic salary, setting up a fair and reasonable performance appraisal mechanism, optimizing the commission ratio of sales commissions, bonuses and benefits, etc. Through optimizing the compensation system of T insuranceABSTRACT II company, provide strong guarantee for the healthy and orderly development of T insurance company. KEY WORDS: salary system; T insurance company; salesmanT 保险公司销售人员薪酬体系优化研究 1 目 录 第一章 绪论............................................. 1 第一节 研究背景和意义...........................................1 一、研究背景................................................1 二、研究意义................................................1 第二节 国内外研究现状..........................................2 一、国外研究现状............................................2 二、国内研究现状............................................3 三、国内外研究现状评述......................................3 第三节 研究内容与研究方法......................................4 一、研究内容................................................4 二、研究方法................................................4 第四节 技术路线................................................5 第二章 相关概念及理论基础............................... 6 第一节 相关概念................................................6 一、保险销售人员的定义......................................6 二、薪酬的概念..............................................6 三、薪酬体系的概念..........................................7 第二节 相关理论基础............................................7 一、公平理论................................................7 二、期望理论................................................7 三、人力资本理论............................................8 第三章 T 保险公司销售人员薪酬体系的现状分析 ............. 9 第一节 公司概况................................................9 一、公司简介................................................9 二、公司组织架构............................................9 三、公司人力资源...........................................10 第二节 公司销售人员薪酬体系现状...............................11 第三节 薪酬体系的调查分析.....................................12 一、薪酬满意度问卷调查.....................................13 目录 2 二、薪酬现状销售人员访谈...................................17 第四节 薪酬体系存在的问题.....................................18 一、薪酬整体水平偏低.......................................18 二、薪酬结构失衡...........................................19 三、绩效薪酬不完善.........................................19 四、岗位调薪制度不完善.....................................20 第五节 薪酬体系存在问题的原因分析.............................20 一、缺乏有效的行业薪酬市场调查.............................20 二、薪酬政策缺乏公平性.....................................20 三、缺少岗位价值分析.......................................21 四、对薪酬诉求缺乏了解.....................................21 第四章 T 保险公司销售人员薪酬体系的优化 ................ 22 第一节 薪酬体系优化设计的原则和目标...........................22 一、设计原则...............................................22 二、设计目标...............................................22 第二节 开展岗位评价...........................................23 一、岗位分析...............................................23 二、岗位评价...............................................24 第三节 销售人员薪酬体系优化设计...............................26 一、基本工资的优化设计.....................................26 二、销售提成的优化设计.....................................27 三、奖金的优化设计.........................................28 四、福利的优化设计.........................................29 五、绩效考核的优化设计.....................................30 六、其他非物质性的薪酬优化设计.............................31 七、薪酬体系优化设计前后对比...............................32 第五章 薪酬体系优化方案的保障措施...................... 33 第一节 保障措施...............................................33 一、制度保障...............................................33 二、组织保障...............................................33 三、文化保障...............................................33 T 保险公司销售人员薪酬体系优化研究 3 第六章 结论与展望...................................... 35 第一节 结论...................................................35 第二节 展望...................................................35