Page 8 - Business Cases volume 2

impression of the existing reward system, and many have long service periods, indicating

satisfaction with the process.

Bright Life Insurance:

Bright Life Insurance has a structured performance evaluation and rewarding system.
Employees are selected for rewards by company management at the end of the relevant time

period, and they do not need to apply individually. The company offers equal opportunities for

rewards to sales and non-sales staff. Additionally, non-sales employees receive more medical
claim benefits than sales employees, which acts as a motivator. Bright Life Insurance also

introduces sales target competitions at the branch level, offering employees further

opportunities for rewards, including foreign tours. Criteria such as zero customer complaints,
customer satisfaction on claims recovery, and data accuracy play a role in evaluating

employees' performance.

All three competitive companies share some key characteristics in their reward management

practices:

• Employees are not required to apply individually or write self-assessment reports for

rewards.

• Evaluation and reward selection processes are conducted through open forums
involving department representatives and higher management.

• Transparent and fair evaluation criteria contribute to employee satisfaction and long-

term service.
• The rewarding systems are designed to recognize and motivate both sales and non-sales

employees.

In comparison to Bubble Insurance, these competitive companies have adopted rewarding
systems that focus on fair evaluation and recognition without burdening employees with self-

assessment reports. The absence of self-assessment reports allows employees to concentrate on

their daily work, promoting a positive work environment. The research team concluded that
such transparent and effective rewarding systems are key to employee motivation and overall

organizational success.

20 | P a g e