金融学院知识库

  随着全球经济的不断发展和竞争的日益激烈，金融行业成为驱动经济增长与重塑国际竞争格局的核心引擎，保险公司作为金融行业的重要组成部分，其经营效率直接关系到金融系统的结构性安全和可持续发展能力。近年来，中国保险业取得了显著的成绩，但面对国内外经济环境的变化，保险公司需要不断提升经营效率以应对挑战。在此背景下，人力资本作为保险公司核心竞争力的关键因素，研究其结构和质量对经营效率的影响则显得尤为重要。

 本文首先回顾了保险公司经营效率和人力资本的相关理论，并梳理了国内外关于人力资本对保险公司经营效率影响的研究文献。在此基础上构建分析框架，运用DEA-BCC模型测算出保险公司经营效率，以知识型人力资本为主要研究对象，选取2015-2022年我国50家保险公司为样本，实证检验人力资本对保险公司经营效率的影响。通过探究业务集中度和薪酬激励能否增强人力资本对保险公司经营效率的影响，以及不同业务类型、不同所有权属、是否集团化等条件下，人力资本对保险公司经营效率的影响差异性得出相关结论。结果表明：人力资本对保险公司经营效率存在显著正向影响，且在不同特征的保险公司中影响效果不同；提高高学历员工在公司总员工中的比重能正向影响保险公司经营效率，反之，则为负向影响。业务集中度可以增强人力资本与经营效率之间的关联性，同样薪酬激励也能够增强人力资本对保险公司经营效率的影响。进一步，通过门槛效应检验得出，公司规模的扩大可以有效促进人力资本对保险公司经营效率的影响；在不同可承保水平下，人力资本对保险公司经营效率的影响表现出倒U型关系。

  基于以上研究结论，本文提出相关政策建议。首先，保险公司应加大对人力资本的投入，优化人力资源配置，提高员工的受教育程度和专业技能水平。其次，保险公司应调整人力资本结构，有效促进人岗匹配。最后，保险公司还应充分发挥保险科技优势，提高人才选拔的准确性，促进保险公司经营效率提升，为保险行业转型升级提供动力支持。

    With the continuous development and increasingly fierce competition of the global economy, the financial industry has become the core engine driving economic growth and reshaping the international competitive landscape. As an important component of the financial industry, the operational efficiency of insurance companies directly affects the structural safety and sustainable development capacity of the financial system. In recent years, China's insurance industry has achieved remarkable results. However, in the face of changes in the domestic and international economic environment, insurance companies need to continuously improve their operational efficiency to meet the challenges. Against this background, human capital as a key factor in the core competitiveness of insurance companies, the study of its structure and quality on operational efficiency becomes particularly important.

   This paper first reviews the relevant theories on the operational efficiency of insurance companies and human capital, and sorts out the research literature at home and abroad on the impact of human capital on the operational efficiency of insurance companies. On this basis, an analytical framework is constructed, and the DEA-BCC model is used to calculate the operational efficiency of insurance companies. Taking knowledge-based human capital as the main research object, 50 insurance companies in China from 2015 to 2022 are selected as samples to empirically test the impact of human capital on the operational efficiency of insurance companies. By exploring whether business concentration and salary incentives can enhance the impact of human capital on the operational efficiency of insurance companies, as well as the differences in the impact of human capital on the operational efficiency of insurance companies under different business types, different ownerships, and whether they are group companies, relevant conclusions are drawn. The results show that human capital has a significant positive impact on the operational efficiency of insurance companies, and the impact effect varies among insurance companies with different characteristics. Increasing the proportion of high-education employees in the total number of employees of the company can positively affect the operational efficiency of insurance companies, while the opposite is true. Business concentration can enhance the correlation between human capital and operational efficiency, and salary incentives can also enhance the impact of human capital on the operational efficiency of insurance companies. Further, through the threshold effect test, it is found that the expansion of company scale can effectively promote the impact of human capital on the operational efficiency of insurance companies. Under different insurable levels, the impact of human capital on the operational efficiency of insurance companies shows an inverted U-shaped relationship.

    Based on the above research conclusions, this paper puts forward relevant policy suggestions. Firstly, insurance companies should increase investment in human capital, optimize the allocation of human resources and enhance the educational level and professional skills of employees. Secondly, insurance companies should adjust the structure of human capital to effectively promote the matching of personnel and positions. Finally, insurance companies should also give full play to the advantages of insurance technology to improve the accuracy of talent selection. This will promote the improvement of the operating efficiency of insurance companies and provide impetus for the transformation and upgrading of the insurance industry.