中国人寿保险公司人力资源管理研究
摘要
保险业作为一个知识、技术、智力密集型的行业,在由成长期向稳定期转变的过程中,人力资源逐步演变为保险公司在培育核心竞争力过程中需要投入的最重要的要素。中国人寿保险公司作为集人身保险、财产保险、企业年金、资产管理和保险职业教育等多功能于一体的金融保险集团,在我国保险市场上处于龙头的位置。但是,随着市场竞争程度的加剧,公司在管理方面暴露出很多问题,尤其在人力资源管理方面,高素质、高水平、高层次、复合型人才的缺乏;激励和绩效考核机制的僵化;人力资源管理体系的混乱,已经严重阻碍了公司的发展,其人力资源管理改革迫在眉睫。
本文基于中国人寿保险公司人力资源管理改革的需要,从人力资源管理入手,在借鉴国内外企业人力资源管理相关理论的基础上,对中国人寿保险公司人力资源管理现状进行了探讨,针对其人力资源管理中存在一系列问题,结合实际情况,重构了人力资源管理体系,并在此基础上提出相关的对策建议,以期为我国保险企业人力资源开发和管理提供一些参考和借鉴,进而增强保险企业的核心竞争力。
The insurance business takes as knowledge, technique, and intelligence intensity profession, in the process from the growth period to stabilization period, the human resources gradually evolves the most important essential factor for the insurance enterprise which needs to invest in the process of core competitiveness cultivation. The China Life insurance company takes as a multi-purpose body's financial insurance pool which has collection life insurance, property insurance, enterprise annuity, asset management and insurance vocational education and so on, is in the main item in our country insurance market the position. But, along with the market competition degree's aggravating, the company exposes many questions in the management aspect, especially in human resources management aspect, high quality, high level, top level, inter-disciplinary talent's lacking; drive and achievements inspection mechanism ossification; human resources management system's confusion, which had seriously hindered company's development, its human resources management need reform imminently.
This thesis in view of China life insurance reform need, the being engaged in human resources management obtains, in profits from the domestic and foreign enterprises human resources management correlation theory in the foundation, has carried on the discussion to China life insurance human resources management. In view of the management of its human resources management, and based on which has proposed reconstructs the plan of human resources management system, while provides some references to the human resources development and management of our country insurance company, and enhances the insurance company's core competitiveness.
本文基于中国人寿保险公司人力资源管理改革的需要,从人力资源管理入手,在借鉴国内外企业人力资源管理相关理论的基础上,对中国人寿保险公司人力资源管理现状进行了探讨,针对其人力资源管理中存在一系列问题,结合实际情况,重构了人力资源管理体系,并在此基础上提出相关的对策建议,以期为我国保险企业人力资源开发和管理提供一些参考和借鉴,进而增强保险企业的核心竞争力。
The insurance business takes as knowledge, technique, and intelligence intensity profession, in the process from the growth period to stabilization period, the human resources gradually evolves the most important essential factor for the insurance enterprise which needs to invest in the process of core competitiveness cultivation. The China Life insurance company takes as a multi-purpose body's financial insurance pool which has collection life insurance, property insurance, enterprise annuity, asset management and insurance vocational education and so on, is in the main item in our country insurance market the position. But, along with the market competition degree's aggravating, the company exposes many questions in the management aspect, especially in human resources management aspect, high quality, high level, top level, inter-disciplinary talent's lacking; drive and achievements inspection mechanism ossification; human resources management system's confusion, which had seriously hindered company's development, its human resources management need reform imminently.
This thesis in view of China life insurance reform need, the being engaged in human resources management obtains, in profits from the domestic and foreign enterprises human resources management correlation theory in the foundation, has carried on the discussion to China life insurance human resources management. In view of the management of its human resources management, and based on which has proposed reconstructs the plan of human resources management system, while provides some references to the human resources development and management of our country insurance company, and enhances the insurance company's core competitiveness.
引文
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[4]曲君红.保险公司人力资源管理的现状与对策[J].边疆经济与文化.2006,9:51-53页
[5]王宇航,王斌,高静.保险企业战略人力资源管理探讨[J].集团经济研究.2007(4):43页
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[7]张文.论中国寿险公司人力资源核心竞争力的提升——以新华保险SAP 系统建设的视角[D].西南财经大学硕士学位论文.2006:5-6页
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[9]C Chadwick,P Cappelli.Alternatives to generic strategy typologies in strategic human resource management[M].Greenwich,CT:JAIPress,1999:11-29P
[10]Anne S Tsui,et al.Alternative approaches to the employee-organization relationship:does investment in employees pay off[J].Academy of Management Journal.1997,40(5):1089-1121 P
[11]Delery,J E and Doty D H.Modes of theorizing in strategic human resource management:tests of universalistic,contingency,and configurational performance predictions[J].AcademyofManagementJournal,1996(39):802-835P
[12]D Ricks,B Toyne,and Z Martnez.Recent developments in international management research[J].Journal of Management,1990,16:219-253P
[13]Husilid,Mark A.The impact of human resource management practices on turnover,productivity,and corporate financial[J].Academy of Management Journal,1995,38:635-672P
[14]Lam,L W and White,L P.Human resource orientation and corporate performance[J].Human Resource Development Quarterly,1998,(9):351-364P
[15]Boxall,P.The strategic HRM debate and the resource-based view of the firm[J].Human Resource Management Journal,1996,6(3):59-751P
[16]Lengnick-Hall,C A and Lengnick-Hall,M L.Strategic human resource management:a review of the literature and proposed typology[J].Academy of Management Review,1988,13(3):454-470P
[17]昆明,杜进军.战略人力资源管理研究[J].研究与探讨.2006(7):69-70页
[18]余飞.战略人力资源管理体系构建及实施策略研究[D].武汉理工大学硕士学位论文.2007:4-5页
[19]林泽严.两种企业两种命运[J].中国人力资源开发.2002(2):34-35页
[20]颜士梅.国外战略性人力资源管理研究综述[J].外国经济与管理.2005(3):23-24页
[21]杨清.浅论人力资源管理的特点与系统构成[J].长沙通信职业技术学院学报.2003(4):1-5页
[22]高艳.人力资源管理理论研究综述[J].西北大学学报(哲学社会科学版).2005,35(2):127-131页
[23]张弘,赵曙明.人力资源管理理论辨析[J].中国人力资源开发.2003(1):23-25页
[24]安鸿章.浅议企业管理人才的能力结构模型[J].武汉冶金管理干部学院堂报.2005,15(1):3-8页
[25]Zingales,Luigi.In Search of New Foundarions[J].The Journal of Finance.2000,1(4)
[26]Rumelt,R.P.Strategy,Structure,and Economic Perofmrance[J].Bosotn.Harvard University.1974
[27]张维迎,.企业的企业家-契约理论[M].上海:上海人民出版社.1995:32-33页
[28]祁顺生.以价值为基础的要素与企业--关于价值均衡的理论探讨[J].经济研究.2001(2):50-60页
[29]Super,D.E.A theory of vocational development[J].American Psychologist.1953,8:185-190P
[30]Super,D.E.Career patterns as a basis for vocational counseling[J].Journal of Counseling Psychology.1954,1:12-20P
[31]Super,D.E.The definition and measurement of early career behavior:A first Formulation[J].Personnel and Guidance Journa.1963,41:775-779P
[32]Super,D.E.A life-span,life-space approach to career development[J].Journal of Vocational Behavior.1980,13:282-298P
[33]戴良铁,刘颖.职业生涯管理简析[J].中国劳动.2001(8):28-29页
[34]Ruth Holdsworth.Psychology for Careers Counseling(Psychology for Professional Groups)[J].Humanities Press Intl Inc.1983,5
[35]Scnein.Edgar H.Career Anchors,Discovering Your Real Values[J].Workbook edition.1985,8
[36]Schein,Edgar H.Organizational Psychology,Pearson Higher Education[J].1979(12)
[37]赵立卫.职业生涯理论及其在大学生就业辅导中的运用[J].教学研究.2005,28(2):111-116页
[38]池忠军.论生涯辅导历史演进的教育哲学基础--兼论大学生就业指导的新拓展[J].山西高等教育社会科学学报.2001,13(9):23-25页
[39]何彩霞.西方现代理论视角下的我国高职院校教师激励理论探讨[D].华中师范大学硕士学位论文.2007:6-10页
[40]王家龙.激励理论的发展过程和趋势分析[J].求实.2005(4):48-50页
[41]郑绍濂.人力资源开发与管理[M].上海:复旦大学出版社,1998:45-46页
[42]邰国庆.浅谈激励机制[J].经济师.2000,11:22-24页
[43]拉丰,马赫蒂摩.激励理论[M].北京:中国人民大学出版社,2002:53-54页
[44]中国保险统计年鉴编写组.中国保险统计年鉴[Z].北京:中国保险监督委员会.2003
[45]桑强,刘银凤.财产保险公司人力资源竞争力评价[J].经济问题.2005(12):53-55页
[46]刘勇.中国保险行业战略人力资源结构优化研究[D].武汉理工大学硕士学位论文.2005:33-35页
[47]王文.中国人寿保险公司企业文化系统构建设想[J].四川行政学院学报.2001(2):42-45页
[48]彭剑锋,饶征.基于能力的人力资源管理[M].北京:中国人民大学出版社,2003
[49]张志廷.论国有保险公司人力资源管理[J].保险研究.2003(3):13-14页
[50]姚琼巍.论国有保险公司人力资源管理问题与对策[J].上海保险.2005(3):39-40页
[51]杨柏.WTO背景下我国保险企业人力资源管理对策分析[J].理论探讨.2006(7):135-136页
[52]洪艳辉.中国人寿保险公司企业文化研究[D].西北大学硕士学位论文.2003:56-58页
[53]陈华.论转型期我国保险公司的人力资源建设[J].广东经济管理学院学报.2006(4):44-46页
[2]郭芬,李颖.经济全球化下中国保险业人力资源的开发与管理[J].理论探讨.2002(5):53-54页
[3]中国金融统计年鉴编写组.中国金融统计年鉴[Z].北京:中国人民银行出版社,2006:530页
[4]曲君红.保险公司人力资源管理的现状与对策[J].边疆经济与文化.2006,9:51-53页
[5]王宇航,王斌,高静.保险企业战略人力资源管理探讨[J].集团经济研究.2007(4):43页
[6]集团资讯.中国人寿保险(集团)公司总资产突破1万亿大关[J].集团经济研究.2007(6):1页
[7]张文.论中国寿险公司人力资源核心竞争力的提升——以新华保险SAP 系统建设的视角[D].西南财经大学硕士学位论文.2006:5-6页
[8]Peter F.Drucker.The Practice of Management[M].NewYork:Harper &Brothers,1954:1-20P
[9]C Chadwick,P Cappelli.Alternatives to generic strategy typologies in strategic human resource management[M].Greenwich,CT:JAIPress,1999:11-29P
[10]Anne S Tsui,et al.Alternative approaches to the employee-organization relationship:does investment in employees pay off[J].Academy of Management Journal.1997,40(5):1089-1121 P
[11]Delery,J E and Doty D H.Modes of theorizing in strategic human resource management:tests of universalistic,contingency,and configurational performance predictions[J].AcademyofManagementJournal,1996(39):802-835P
[12]D Ricks,B Toyne,and Z Martnez.Recent developments in international management research[J].Journal of Management,1990,16:219-253P
[13]Husilid,Mark A.The impact of human resource management practices on turnover,productivity,and corporate financial[J].Academy of Management Journal,1995,38:635-672P
[14]Lam,L W and White,L P.Human resource orientation and corporate performance[J].Human Resource Development Quarterly,1998,(9):351-364P
[15]Boxall,P.The strategic HRM debate and the resource-based view of the firm[J].Human Resource Management Journal,1996,6(3):59-751P
[16]Lengnick-Hall,C A and Lengnick-Hall,M L.Strategic human resource management:a review of the literature and proposed typology[J].Academy of Management Review,1988,13(3):454-470P
[17]昆明,杜进军.战略人力资源管理研究[J].研究与探讨.2006(7):69-70页
[18]余飞.战略人力资源管理体系构建及实施策略研究[D].武汉理工大学硕士学位论文.2007:4-5页
[19]林泽严.两种企业两种命运[J].中国人力资源开发.2002(2):34-35页
[20]颜士梅.国外战略性人力资源管理研究综述[J].外国经济与管理.2005(3):23-24页
[21]杨清.浅论人力资源管理的特点与系统构成[J].长沙通信职业技术学院学报.2003(4):1-5页
[22]高艳.人力资源管理理论研究综述[J].西北大学学报(哲学社会科学版).2005,35(2):127-131页
[23]张弘,赵曙明.人力资源管理理论辨析[J].中国人力资源开发.2003(1):23-25页
[24]安鸿章.浅议企业管理人才的能力结构模型[J].武汉冶金管理干部学院堂报.2005,15(1):3-8页
[25]Zingales,Luigi.In Search of New Foundarions[J].The Journal of Finance.2000,1(4)
[26]Rumelt,R.P.Strategy,Structure,and Economic Perofmrance[J].Bosotn.Harvard University.1974
[27]张维迎,.企业的企业家-契约理论[M].上海:上海人民出版社.1995:32-33页
[28]祁顺生.以价值为基础的要素与企业--关于价值均衡的理论探讨[J].经济研究.2001(2):50-60页
[29]Super,D.E.A theory of vocational development[J].American Psychologist.1953,8:185-190P
[30]Super,D.E.Career patterns as a basis for vocational counseling[J].Journal of Counseling Psychology.1954,1:12-20P
[31]Super,D.E.The definition and measurement of early career behavior:A first Formulation[J].Personnel and Guidance Journa.1963,41:775-779P
[32]Super,D.E.A life-span,life-space approach to career development[J].Journal of Vocational Behavior.1980,13:282-298P
[33]戴良铁,刘颖.职业生涯管理简析[J].中国劳动.2001(8):28-29页
[34]Ruth Holdsworth.Psychology for Careers Counseling(Psychology for Professional Groups)[J].Humanities Press Intl Inc.1983,5
[35]Scnein.Edgar H.Career Anchors,Discovering Your Real Values[J].Workbook edition.1985,8
[36]Schein,Edgar H.Organizational Psychology,Pearson Higher Education[J].1979(12)
[37]赵立卫.职业生涯理论及其在大学生就业辅导中的运用[J].教学研究.2005,28(2):111-116页
[38]池忠军.论生涯辅导历史演进的教育哲学基础--兼论大学生就业指导的新拓展[J].山西高等教育社会科学学报.2001,13(9):23-25页
[39]何彩霞.西方现代理论视角下的我国高职院校教师激励理论探讨[D].华中师范大学硕士学位论文.2007:6-10页
[40]王家龙.激励理论的发展过程和趋势分析[J].求实.2005(4):48-50页
[41]郑绍濂.人力资源开发与管理[M].上海:复旦大学出版社,1998:45-46页
[42]邰国庆.浅谈激励机制[J].经济师.2000,11:22-24页
[43]拉丰,马赫蒂摩.激励理论[M].北京:中国人民大学出版社,2002:53-54页
[44]中国保险统计年鉴编写组.中国保险统计年鉴[Z].北京:中国保险监督委员会.2003
[45]桑强,刘银凤.财产保险公司人力资源竞争力评价[J].经济问题.2005(12):53-55页
[46]刘勇.中国保险行业战略人力资源结构优化研究[D].武汉理工大学硕士学位论文.2005:33-35页
[47]王文.中国人寿保险公司企业文化系统构建设想[J].四川行政学院学报.2001(2):42-45页
[48]彭剑锋,饶征.基于能力的人力资源管理[M].北京:中国人民大学出版社,2003
[49]张志廷.论国有保险公司人力资源管理[J].保险研究.2003(3):13-14页
[50]姚琼巍.论国有保险公司人力资源管理问题与对策[J].上海保险.2005(3):39-40页
[51]杨柏.WTO背景下我国保险企业人力资源管理对策分析[J].理论探讨.2006(7):135-136页
[52]洪艳辉.中国人寿保险公司企业文化研究[D].西北大学硕士学位论文.2003:56-58页
[53]陈华.论转型期我国保险公司的人力资源建设[J].广东经济管理学院学报.2006(4):44-46页