【正文】 點(diǎn)以及存在的問題，作者在保險(xiǎn)行業(yè)內(nèi)部進(jìn)行了問卷調(diào)查，對現(xiàn)行的薪酬管理機(jī)制進(jìn)行分析，調(diào)查員工的滿意度如何。保險(xiǎn)業(yè)已成為我國社會(huì)主義市場經(jīng)濟(jì)中最具活力的經(jīng)濟(jì)增長點(diǎn)和重要組成部分,在滿足人們的多樣化需求、培養(yǎng)理財(cái)師、提供新的就業(yè)機(jī)會(huì)等方面正發(fā)揮著越來越重要的作用。提升薪酬激勵(lì)的效度對企業(yè)提高人力資源管理的效率，以及提升企業(yè)競爭力極具現(xiàn)實(shí)意義。薪酬激勵(lì)的力量是巨大的，它絕不僅僅是一種工資，他還代表了員工的個(gè)人地位和榮譽(yù)。企業(yè)需要適應(yīng)形勢變化的需要，從關(guān)注支付方式轉(zhuǎn)向關(guān)注支付效能，不斷進(jìn)行薪酬策略變革，善待核心員工，實(shí)行靈活與更有人性化的管理體系，不僅給他們以較高的報(bào)酬，而且還要注意讓他們多多參與企業(yè)的收益分享。目前，很多企業(yè)都面臨著這樣的困惑：企業(yè)往往支付了很高的薪酬，但一些核心員工的忠誠度卻反而下降了。近年來，已經(jīng)有越來越多的企業(yè)開始實(shí)施包括沉淀薪酬、業(yè)績股票、股票增值權(quán)、虛擬股票計(jì)劃、股票期權(quán)等長期激勵(lì)方式，以提高長期激勵(lì)效應(yīng)。企業(yè)要從注重對經(jīng)營者的短期激勵(lì)轉(zhuǎn)向重視長期激勵(lì)。薪酬不應(yīng)僅僅被看作是一種成本支出，更應(yīng)被看作是一種投入，一種能帶來價(jià)值回報(bào)的投資，企業(yè)支付給知識(shí)員工的薪酬應(yīng)該是一種人力資本而非人力成本。能本管理理念強(qiáng)調(diào)包括薪酬分配在內(nèi)的一切管理活動(dòng)都要有利于體現(xiàn)和發(fā)展人的能力。較之物本管理，以人為本的管理理念對人在管理中作用的認(rèn)識(shí)更深刻和全面。我國企業(yè)要樹立全面薪酬理念，將內(nèi)在薪酬和外在薪酬結(jié)合，物質(zhì)激勵(lì)和精神激勵(lì)并重，對員工進(jìn)行全方位的激勵(lì)，以促進(jìn)薪酬體系的完善，以應(yīng)對人才全球化競爭的挑戰(zhàn)。目前，在發(fā)達(dá)國家已普遍推行全面薪酬觀念，即認(rèn)為不能把薪酬看作是純粹的經(jīng)濟(jì)性薪酬，也不是單一的工資，除了經(jīng)濟(jì)性薪酬以外，它還包括精神方面的激勵(lì)。四、經(jīng)營者薪酬管理的趨勢（一）經(jīng)濟(jì)薪酬到全面薪酬回報(bào)趨勢。經(jīng)營者薪酬管理理念落后。但能夠體現(xiàn)經(jīng)營者當(dāng)期業(yè)績貢獻(xiàn)的浮動(dòng)報(bào)酬（如績效獎(jiǎng)金、季度獎(jiǎng)金等）尚未發(fā)揮更好的作用，未形成主要形式。經(jīng)營者的薪酬水平、結(jié)構(gòu)不夠合理。激勵(lì)不足，成為影響企業(yè)經(jīng)營者作用發(fā)揮的主要因素，是影響經(jīng)營者積極性的最突出的因素。經(jīng)營者薪酬制度的激勵(lì)作用不夠明顯。（二）我國經(jīng)營者薪酬制度存在的問題與滯后性經(jīng)營者的薪酬體系不夠完善。經(jīng)營者收入形式近年呈多樣格局。以上市公司為例，不包括未領(lǐng)報(bào)酬的經(jīng)營者，1 9 9 9年上市公司董事長年均收入為47713元，最高為380000元，最低僅為1600元，1999年上市公司總經(jīng)理平均收入為5134元，最高為446500元，最低僅為3320元。%，1985至1993年，%，%，近幾年經(jīng)營者工資收入水平增長幅度更是加快，2006年，在已披露的1254家上市公司中，%。通過調(diào)節(jié)薪酬關(guān)系，可以打破地區(qū)、行業(yè)、企業(yè)與部門的界線，使人力資本正常流動(dòng)，合理配置，從而最大限度地提高人力資本的利用率，更好地發(fā)揮人力資本的作用。如果企業(yè)的薪酬設(shè)計(jì)合理，內(nèi)部做到公平，同時(shí)在市場上又具有競爭力，優(yōu)秀的員工就不會(huì)因?yàn)樾匠攴矫娴膯栔?，必須在崗位評估、職位分析、職位評價(jià)等方面體現(xiàn)科學(xué)、公平、激勵(lì)、經(jīng)濟(jì)、競爭及合作等特點(diǎn)。員工會(huì)把自己所得的薪酬與其他人的薪酬進(jìn)行比較，進(jìn)而判斷企業(yè)對自己重視程度，從而衡量自己在企業(yè)中的地位。外部薪酬包含直接薪酬和間接薪酬，即基本工資、績效工資、獎(jiǎng)勵(lì)工資及休假、津貼、保險(xiǎn)等；內(nèi)部薪酬包括參與決策，更大程度上的工作自由、權(quán)限、責(zé)任、個(gè)人成長機(jī)會(huì)等，它是一種看不見摸不著的東西，是企業(yè)無成本的薪酬，但對員工卻起著強(qiáng)烈的激勵(lì)作用。非經(jīng)濟(jì)性的報(bào)酬指個(gè)人對企業(yè)及工作本身的心理上的一種感受。廣義的薪酬包括經(jīng)濟(jì)的報(bào)酬和非經(jīng)濟(jì)性的報(bào)酬。核心人才是企業(yè)的精英與骨干，經(jīng)營者作為一種人力資本，他們對企業(yè)的生死存亡起著舉足輕重的作用，能夠?yàn)槠髽I(yè)創(chuàng)造出巨大的財(cái)富，他們極其稀缺，是企業(yè)最寶貴的資源之一。美國康奈大學(xué)的斯奈爾教授認(rèn)為，企業(yè)中人力資源的價(jià)值及重要性是不同的。所謂“經(jīng)營者”，是指掌握企業(yè)經(jīng)營權(quán)，從事企業(yè)戰(zhàn)略性決策并直接對企業(yè)經(jīng)營活動(dòng)和企業(yè)經(jīng)營效益負(fù)責(zé)的企業(yè)高級管理人員。s salary still stay in parison to float on the shallow, even some enterprises only clinging to a single like yearend prize this form. Operator salaries backward management. Salary management, enterprise still adopt the method of older, with the concept of planned economy management concept and lack of spirit to encourage the pensation form, can arouse the enthusiasm of operators truly, want to change the status quo, in practice, the summary, in order to further perfect, causes the enterprise to obtain the human resources of petitive advantage.Four, the operator salary management trends(a) economic pensation to the overall packages trend.Currently, the pany will pay for only monly, but actually, the economy in the work is pleted, employees, especially the operator to get more prehensive returns and reward. At present, in the developed countries has generally acrosstheboard pay concepts that can put pensation as purely economic pensation, not a single wage, salary, but economic it also includes the mental stimulation. With the improving of economic pensation for knowledge, the employee salary incentive effect will be greater. Our pany will set up the prehensive concept, will pay pensation and internal external pensation, material and spiritual encouragement and motivation of employees, and carry on the omnidirectional incentive pensation system, in order to promote the perfect, in response to the challenges of globalization talents petition.(2) to the management of humanistic management.Compared with the management, the humanist management idea for people in the role of knowledge management and more profound. With the knowledge of new ability and learning capability has bee the most prominent in the aspects of humanity. Can this management idea, emphasize including salary distribution management activities should be conducive to reflect and development ability. This requires enterprises should realize that in modern salary management system, the cost of the salary system and depends not only on spending more depending on the efficiency of the ability, based on the labor are often the most expensive cheap. Salary should not only be regarded as a kind of cost, more should be regarded as a kind of investment, one can bring the return value of investment, pay enterprise knowledge staff39。 ine is higher.(2) Chinese operators salary system problems with hysteresisOperator39。s salary system has certain regulation. By adjusting the salary relations, can break area, industry, business and department, human capital normal flow, rational configuration, which maximize the utilization rate of human capital, and human capital play a better role.Third, our country enterprise operator salary management status quo(a) our enterprise managers incentiveOperator, wage ine ascendant trend overall. 19801984 annual ine of $ operators only, 19851993, the proportion of the yuan has reached %, and in 1994 and 1999 million yuan, while the proportion of ine, the recent % level of wage ine growth operator is accelerated, and in 2006, has disclosed 1254 listed panies, the total annual of senior executives billion yuan, personal average salary for million yuan, in 2005 annual average million executives personal growth %. Operator, wage ine difference is very big. To be listed pany as an example, not including unclaimed reward managers, 1 9 September 9 years listed pany chairman for 47713 yuan, annual revenue of $380000, minimum for 1600 yuan, 1999, general average ine for the listed pany, the highest 5134 yuan RMB for 446500 3320 yuan only, the lowest. In 2006, has disclosed 1254 listed panies in highestpaid executives personal RMB, and the lowest salary only yuan, President took over 3420 difference between the two. In recent years a diverse forms of managers39。 Managers of the enterprise economic benefit directly responsible and general managers of the functional operation only benefit for, The work of the enterprise operator of bottomup development and direct and prehensive influence, and general managers of enterprises is the effect of partial or indirect, The operator had a great risk and risk management work of the general lesser. The American state of Connecticut, nanotubes university professor Neil, enterprises in the value an