Organizational Structure in Guohua Life Shandong Branch
Instroduction
Guohua Life Insurance Co., Ltd (Guohua Life) was established in November 2007. The registered capital at the beginning was 1.2 billion RMB. Shanghai is the headquarter location of Guohua Life. China Insurance Regulatory Commission
approved its establishment of a national, joint-stock life insurance company. Guohua Life is initiated by six large and strong enterprises including Tianmao Group which is a famous listed company in China. The company mainly engages
business of various types of life insurance, health insurance, accident insurance and other personal or organizations’ insurance. Also it carries business of reinsurance with all the business it does. There are four core values of Guohua Life corporation culture: Trust, Responsibility, Lean and Value. The enterprise mission of Guohua Life is “we make every family have financial security and enjoy the life”.This is also the goal of all the Guohua Life people.
The corporation is currently doing business in eighteen provinces including Shanghai, Beijing, Chongqing and Tianjin which are the four municipalities in China. Its branch offices are set through the country from north to south. There are also two national telephone sales center and customer contact center located in Shanghai and Guangzhou.
It has been five years since Guohua Life established. Guohua Life got a lot of great achievements in the past. In 2009, Guohua Life received the “2008 Chinese Financial Enterprises Philanthropy List Insurance Industry Award for
Outstanding Contribution.” In 2010, According to the "China Insurance Nets", Guohua Life Insurance received the No.1 of "Chinese Life Insurance list of Growth." Last year, Guohua Life received "The Best Service Innovation Insurance Company of 2011" in the "2011 Financial Service Reputation List." All of the rewards reflected Guohua Life employees did great efforts to improve their business and service to their customers. They also tried their best to contribute to the society. It keeps developing with a rapid pace till now.
Shandong Branch Company of Guohua Life was founded in April, 2008. It was the first provincial company of Guohua Life. After four years developing, it became a great branch office whit outstanding profit earning. After I did
a short time internship in summer, 2012, I found that in order to getting the most efficient way of profit catching, the company did some changes of its organizational structure. This paper will talk about the organizational structure of Shandong Branch Company of Guohua Life and how the communication operating both of between the departments within the company and between the company with the third-level offices.
Organizational Structure
There are five main departments in Guohua Life Shandong Branch Company in total. They are Integrated Management Department, Banking Insurance Department, Personal Insurance Department, Organization Insurance Department and Operation Department. Each department has its own responsibilities and they also have some overlap working with each other.
When I first got to the responsibilities of Integrated Management Department, it was confused. This department is carrying business as the legal adviser of the company, the HR department, the property department and the assistance of the president as well. All of those roles are combined in one department which has only 7 people. That’s really surprised me. There was more information I got when I helped with the daily work of the department.
For example, as most corporations do, the employees training should be carried by the HR department. However, the Commodity Promotion Solution (CPS) training was taking by the Banking Insurance Department instead of the HR people
in the Integrated Management Department. I did some research about different trainings in the Shandong Branch Company before. And the result showed that almost of both the business training and the general employees training were taken by different departments, not the HR people of Integrated Management Department. I asked Morui Liu, the HR manager, about the reason, she said, “first of all, there are not enough HR people in our department; the other
reason is that the president believes it’s better to let professional skilled people from different department lead the professional skills training.” When I talked to Tao during the CPS training, he also gave a similar answer. He said,
“I like this way to do professional business trainings. In this process, both of the people who lead the train and the people who are trained obtain a great opportunity to update their skills.” But when I mentioned some general training like new employees’ induction training, he said he prefer to make it a responsibility of HR people. “Sometimes, we have lots of cases to work with. I don’t think it worth to spend our time to do induction training including some general knowledge about the company. I prefer it should be HR people’s job.” I completely agree with Tao.
In my opinion, I believe people who work in the HR department should have at least three major duties. They are interviewing, training, evaluating and paying. It is a process in the HR system and should not be change. I can
understand why Guohua Life Shandong Branch Company does it in different way, but I still think it is an inappropriate way. I told Zhengang Liu who is the manager of the Integrated Management Department about my concern at the end of my internship. He agree with me but he gave another explain. He said, “if you do more research of around 5-year-old organization, you would find a lot of examples like ours. As a young business, people focus more on their business, profits and public images. The president would keep employees as less as possible and also keep the organizational structure as simple as possible.” This was a great point that I hadn’t thought about it before he told me. However, profit earning definitely is the mostimportant concern of the mid-size business and young organizations in real profitable organizations. .
Conclusion
As a mid-size company which there are around 60 people (not including the sales) in the company, Guohua Life Shandong Branch Company has their own way to make the division of functions. At the beginning, I could not
agree their training system that be taken by different department instead of the HR people. However, after some discussion with managers, I completely accept the way they are doing. Four years for developing a company are not a long period. I believe after several years, Guohua Life, included the Shandong Branch Company could make more great achievements and meet more specifications in management as well.
Reference
Official website of Guohua Life, www. 95549.cn
Guohua Life Insurance Co., Ltd (Guohua Life) was established in November 2007. The registered capital at the beginning was 1.2 billion RMB. Shanghai is the headquarter location of Guohua Life. China Insurance Regulatory Commission
approved its establishment of a national, joint-stock life insurance company. Guohua Life is initiated by six large and strong enterprises including Tianmao Group which is a famous listed company in China. The company mainly engages
business of various types of life insurance, health insurance, accident insurance and other personal or organizations’ insurance. Also it carries business of reinsurance with all the business it does. There are four core values of Guohua Life corporation culture: Trust, Responsibility, Lean and Value. The enterprise mission of Guohua Life is “we make every family have financial security and enjoy the life”.This is also the goal of all the Guohua Life people.
The corporation is currently doing business in eighteen provinces including Shanghai, Beijing, Chongqing and Tianjin which are the four municipalities in China. Its branch offices are set through the country from north to south. There are also two national telephone sales center and customer contact center located in Shanghai and Guangzhou.
It has been five years since Guohua Life established. Guohua Life got a lot of great achievements in the past. In 2009, Guohua Life received the “2008 Chinese Financial Enterprises Philanthropy List Insurance Industry Award for
Outstanding Contribution.” In 2010, According to the "China Insurance Nets", Guohua Life Insurance received the No.1 of "Chinese Life Insurance list of Growth." Last year, Guohua Life received "The Best Service Innovation Insurance Company of 2011" in the "2011 Financial Service Reputation List." All of the rewards reflected Guohua Life employees did great efforts to improve their business and service to their customers. They also tried their best to contribute to the society. It keeps developing with a rapid pace till now.
Shandong Branch Company of Guohua Life was founded in April, 2008. It was the first provincial company of Guohua Life. After four years developing, it became a great branch office whit outstanding profit earning. After I did
a short time internship in summer, 2012, I found that in order to getting the most efficient way of profit catching, the company did some changes of its organizational structure. This paper will talk about the organizational structure of Shandong Branch Company of Guohua Life and how the communication operating both of between the departments within the company and between the company with the third-level offices.
Organizational Structure
There are five main departments in Guohua Life Shandong Branch Company in total. They are Integrated Management Department, Banking Insurance Department, Personal Insurance Department, Organization Insurance Department and Operation Department. Each department has its own responsibilities and they also have some overlap working with each other.
When I first got to the responsibilities of Integrated Management Department, it was confused. This department is carrying business as the legal adviser of the company, the HR department, the property department and the assistance of the president as well. All of those roles are combined in one department which has only 7 people. That’s really surprised me. There was more information I got when I helped with the daily work of the department.
For example, as most corporations do, the employees training should be carried by the HR department. However, the Commodity Promotion Solution (CPS) training was taking by the Banking Insurance Department instead of the HR people
in the Integrated Management Department. I did some research about different trainings in the Shandong Branch Company before. And the result showed that almost of both the business training and the general employees training were taken by different departments, not the HR people of Integrated Management Department. I asked Morui Liu, the HR manager, about the reason, she said, “first of all, there are not enough HR people in our department; the other
reason is that the president believes it’s better to let professional skilled people from different department lead the professional skills training.” When I talked to Tao during the CPS training, he also gave a similar answer. He said,
“I like this way to do professional business trainings. In this process, both of the people who lead the train and the people who are trained obtain a great opportunity to update their skills.” But when I mentioned some general training like new employees’ induction training, he said he prefer to make it a responsibility of HR people. “Sometimes, we have lots of cases to work with. I don’t think it worth to spend our time to do induction training including some general knowledge about the company. I prefer it should be HR people’s job.” I completely agree with Tao.
In my opinion, I believe people who work in the HR department should have at least three major duties. They are interviewing, training, evaluating and paying. It is a process in the HR system and should not be change. I can
understand why Guohua Life Shandong Branch Company does it in different way, but I still think it is an inappropriate way. I told Zhengang Liu who is the manager of the Integrated Management Department about my concern at the end of my internship. He agree with me but he gave another explain. He said, “if you do more research of around 5-year-old organization, you would find a lot of examples like ours. As a young business, people focus more on their business, profits and public images. The president would keep employees as less as possible and also keep the organizational structure as simple as possible.” This was a great point that I hadn’t thought about it before he told me. However, profit earning definitely is the mostimportant concern of the mid-size business and young organizations in real profitable organizations. .
Conclusion
As a mid-size company which there are around 60 people (not including the sales) in the company, Guohua Life Shandong Branch Company has their own way to make the division of functions. At the beginning, I could not
agree their training system that be taken by different department instead of the HR people. However, after some discussion with managers, I completely accept the way they are doing. Four years for developing a company are not a long period. I believe after several years, Guohua Life, included the Shandong Branch Company could make more great achievements and meet more specifications in management as well.
Reference
Official website of Guohua Life, www. 95549.cn