SM保险公司人才流失的成因及对策

发布时间：2018-06-03 20:02

本文选题：人才流失 + 行业发展　；参考：《山东大学》2013年硕士论文

【摘要】：人才资源已经是现代经济发展的首要资源,优秀的人才是企业稳定、持续发展的重要基础。尤其是对于保险行业,这样一个以一种抽象金融产品营销的行业,谁拥有高素质的人才资源,谁能充分发挥人才资源的作用,谁就能把握市场竞争的主动权,从而在发展中占据优势。随着美国友邦保险在1992年将代理人体系引入国内后,我国保险市场业务量剧增,伴随着国内保险市场保险密度、保险深度的持续增加,大量企业及外资开始抢滩中国保险市场,而作为全国经济强省、人口大省的山东首当其冲的成为了保险行业内各兵家必争之地,俨然已经进入战国时代。截至2010年底,山东保险业人员共计21.18万人(未含专业保险中介和兼业代理机构从业人员)。保险公司员工数量为42973人。省级分公司总数已经达到59家,各级分支机构新增279个,总数为5419,专业中介法人机构5家,总数达到127家。行业的快速发展以及机构设立的速度增快,对人才的渴求开始越来越明显的体现在各保险公司人才流失率指标的上升中。在商品经济社会,人才作为一‘种特定的商品,正常的流通有助于公司、企业问的人才优化以及结构合理性调整,但是人才流动频繁,尤其是管理干部、骨干员工或者技术人才频繁跳槽流动的话将会直接影响到企业的可持续发展能力以及稳定性,严重者,公司的发展和生存都会面临巨大的危机。企业应该怎样建立自已的育人体系、附人体系,赢得人才的归属感,已经成为目前所有企业必须重视的一个重要课题。只有能够吸引、留住、开发、激励业内优秀人才的企业才能成为市场竞争的真正赢家。所以研究人才流失的成因及解决办法对企业的发展具有战略性意义。本文主要是通过人力资源管理相关的理论知识,对SM保险公司人才流失的原因进行了较为深入和系统的剖析,并结合保险行业发展现状及未来发展规划探讨了解决该企业员工流失问题的解决办法。提出通过,严把进人关,建立完善、有效、适合企业自身情况的招聘机制；优化用人环节,通过科学、公平、公正的绩效体系优化科学的薪酬激励考核制度,完善企业员工职业生涯规划管理,提升企业文化等方而来减少人才的流失。通过对SM公司人才流失原因与对策的调查研究,对于完善保险行业公司的人力资源管理将会提供有益的参考和借鉴
[Abstract]:Talent resource is the primary resource of modern economic development, and excellent talent is the important foundation of stable and sustainable development of enterprise. Especially for the insurance industry, such an industry with an abstract financial product marketing, who has high-quality human resources, who can give full play to the role of human resources, who will be able to grasp the initiative of market competition. Thus occupying the advantage in the development. With the introduction of the agent system into China in 1992, the volume of business in China's insurance market has increased dramatically. With the continuous increase in the insurance density and depth of insurance in the domestic insurance market, a large number of enterprises and foreign capital began to seize the Chinese insurance market. As a strong province of national economy, Shandong, with a large population, has become the leading player in the insurance industry and has entered the warring States period. By the end of 2010, the total number of insurance personnel in Shandong Province was 211800. The insurance company employs 42973 people. The total number of provincial branches has reached 59, the number of branches at all levels has increased 279, the total number is 5419, professional intermediary legal institutions 5, a total of 127. With the rapid development of the industry and the rapid increase of the establishment of institutions, the demand for talents is more and more evident in the increase of talent turnover rate index of insurance companies. In a commodity economy society, the normal circulation of talents, as a specific commodity, helps companies and enterprises to optimize their talents and adjust their structure, but talent flows frequently, especially for management cadres. The frequent turnover of key staff or technical talents will directly affect the sustainable development ability and stability of enterprises. In severe cases, the development and survival of the company will face a huge crisis. How enterprises should establish their own education system, attach to the system, and win the sense of belonging has become an important issue that all enterprises must pay attention to at present. Only enterprises that can attract, retain, develop and motivate outstanding talents in the industry can be the real winners of market competition. Therefore, the study of the causes of brain drain and solutions to the development of enterprises has strategic significance. This article mainly through the human resources management related theory knowledge, has carried on the thorough and systematic analysis to the SM insurance company talented person drain reason, Combined with the present situation and future development plan of insurance industry, the solution to the problem of employee turnover in this enterprise is discussed. It is proposed that the recruitment mechanism, which is perfect, effective and suitable for the enterprise's own situation, should be established strictly, and the scientific salary incentive and assessment system should be optimized through a scientific, fair and just performance system. Improve enterprise staff career planning and management, enhance corporate culture and other aspects to reduce the brain drain. Through the investigation and research on the causes and countermeasures of the brain drain of SM Company, it will provide useful reference and reference for perfecting the human resource management of insurance companies.
【学位授予单位】：山东大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F842.3

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