XX寿险郑州中心支公司个人代理人低留存率问题研究

发布时间：2018-02-26 20:25

本文关键词： 个人代理人留存率培训激励　出处：《郑州大学》2014年硕士论文　论文类型：学位论文

【摘要】：在保险业的发展中,保险个人代理人已成为我国保险业特别是寿险业良性运行和全面发展的重要基础,为完善保险市场、沟通保险供求、促进保险业的快速发展发挥了十分重要的作用,在创新销售模式、提高服务效率、提高保险公司的市场拓展能力、普及保险知识以及加速保险业发展等方面发挥了积极作用。但是,随着我国经济社会的快速发展,保险业发展进入新的阶段,保险个人代理人队伍素质低下、诚信缺失、销售误导、流失率过高等问题日益凸显。个人代理人队伍严重流失,造成的不良影响,严重困扰和阻碍了保险营销队伍的稳定和保险业的可持续发展。随着我国保险市场的全面开放,市场主体竞争日益激烈,各保险公司间竞争归根到底是人才的竞争,如何吸引人才、留住人才成为保险业越来越重视的问题。郑州中心支公司个人代理人留存状况表现是：一是个人代理人频繁入职离职,二是个人代理人队伍素质参差不齐。主要原因：一是招聘过程中准入门槛低、增员方式多样、培训体系不完善、激励制度不科学；二是个人代理人缺乏长期职业规划及素质良莠不齐引发短期行为；三是委托代理制度下个人代理人身份地位不明确、佣金制度不合理、存在双重纳税问题。认识问题是解决问题的前提,分析问题的实质是寻找最优解决问题的途径的基础。从原因分析可知,造成个人代理人队伍低留存的原因是多方面的,从根本上改善寿险个人代理人队伍低留存率的现状,还需从造成问题的原因着手。为此分别保从险公司、个人代理人及政府与保险监管部门三个主体出发解决个人代理人队伍低留存的问题。一是保险公司提高准入门槛、建立科学的培训体系、完善考核机制和监管力度；二是提高个人代理人的综合技能；三是明确个人代理人的法律身份、将其纳入社会保障体系、加强行业监管提升行业形象。
[Abstract]:In the development of the insurance industry, individual insurance agents have become an important basis for the benign operation and overall development of the insurance industry in China, especially the life insurance industry. In order to improve the insurance market and communicate the supply and demand of insurance, Promoting the rapid development of the insurance industry has played a very important role in innovating sales patterns, improving service efficiency, and improving the ability of insurance companies to expand their markets. Popularizing insurance knowledge and accelerating the development of insurance industry have played a positive role. However, with the rapid development of our country's economy and society, the insurance industry has entered a new stage, the quality of individual insurance agents is low, and the integrity of insurance agents is lacking. Misguided sales, high wastage rate and other problems have become increasingly prominent. The stability of the insurance marketing team and the sustainable development of the insurance industry have been seriously troubled and hindered. With the comprehensive opening of the insurance market in our country, the competition of the main body of the market is increasingly fierce, and the competition among the insurance companies is, in the final analysis, the competition for talents. How to attract and retain talents has become a more and more important issue in the insurance industry. The retention status of individual agents in Zhengzhou Central Branch Company is as follows: first, personal agents frequently enter and leave the post, and second, the quality of personal agents is uneven. The main reasons are: first, the low entry threshold and various ways of increasing personnel in the recruitment process, The training system is not perfect, the incentive system is not scientific, the second is the lack of long-term career planning of individual agent and the intermingled quality between good and bad, the third is that the status of individual agent is not clear under the principal-agent system, and the commission system is unreasonable. There is a double tax problem. Understanding the problem is the premise of solving the problem, and analyzing the essence of the problem is the basis of finding the best way to solve the problem. From the analysis of the reasons, we can know that there are many reasons for the low retention of the personal agent team. In order to improve the low retention rate of personal agents, we should start with the causes of the problems. To solve the problem of low retention of individual agents, insurance companies, individual agents, and government and insurance regulatory authorities, respectively, set out to solve the problem of low retention of individual agents. First, insurance companies raised the entry threshold and set up a scientific training system. Improve the assessment mechanism and supervision; second, improve the comprehensive skills of individual agents; third, clear the legal identity of individual agents, bring them into the social security system, strengthen industry supervision to enhance the image of the industry.
【学位授予单位】：郑州大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F842.3

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