平安寿险湖南分公司基层内勤员工流失控制策略研究
发布时间：2018-11-17 16:10
【摘要】：伴随着中国保险业的快速发展,保险行业的人才争夺战也愈演愈烈。在湖南保险市场上,平安寿险湖南分公司作为省内第二大寿险公司,近年来基层内勤员工流失现象呈现严重化趋势。如何有效控制基层内勤员工的流失就成为了论文的核心立足点和出发点。 本文以国内外员工流失学说作为论文理论基础,重点介绍了介绍了当前国内外关于员工流失及其控制的理论学说,对著名的马奇和西蒙模型、Price——Mueller模型、莫布雷(MobIey)中介链模型等做了一定程度上的阐释。在相关理论的基础上,论文通过对比平安寿险湖南分公司2008年—2012年这五年来在员工流失率、员工流失去向等人力资源状况的数据,来客观描述公司现有的基层内勤员工流失加剧的事实,并着重从员工的薪酬福利激励制度、绩效考核机制、内部晋升机会、公司文化以及外部保险同业的频繁挖角等内、外因素分析了导致平安寿险湖南分公司基层内勤员工大量流失的原因。最后,论文在提出问题、分析问题的基础,提出了解决现有公司基层内勤员工流失的措施,包括对现有公司招聘渠道的优化、对绩效考核方案的完善、对培训平台的创新以及薪酬福利的改善等举措。同时,为顺利推进员工流失防范工程,还需要在员工内部沟通机制、人才预警机制以及公司文化培育方面做好配套防范工程。 有效防范公司员工的流失是一项长期而系统的人力资源工程,我们需要重点做好两个方面的工作：一要注重对公司人力资源管理硬环境的优化,包括合适的招聘培训体系、薪酬福利制度、绩效考核等；二是加强对公司文化等软环境的建设,创造和谐的公司氛围。
[Abstract]:With the rapid development of China's insurance industry, the talent competition in the insurance industry is becoming increasingly fierce. In Hunan insurance market, Ping an Life Insurance Hunan Branch is the second largest life insurance company in the province. How to effectively control the loss of grass-roots staff has become the core of the thesis and starting point. Based on the theory of staff turnover at home and abroad, this paper focuses on the theory of staff turnover and its control at home and abroad, and introduces the famous Mackie and Simon models, Price--Mueller model. Mowbray (MobIey) intermediary chain model is explained to a certain extent. On the basis of relevant theories, the paper compares the data of the human resources situation of Hunan Branch of Ping an Life Insurance Company in the past five years, such as staff turnover rate, staff turnover and so on during the five years from 2008 to 2012. To objectively describe the fact that the turnover of existing grass-roots internal service employees in the company is increasing, and focus on the employee's salary and welfare incentive system, performance appraisal mechanism, internal promotion opportunities, corporate culture and frequent tapping of outside insurance practitioners, etc. External factors analysis of the causes leading to the loss of basic staff of Ping an Life Insurance Hunan Branch. Finally, the paper puts forward some measures to solve the problem, including the optimization of recruitment channels and the improvement of performance appraisal scheme. Innovation of training platform and improvement of compensation and benefits. At the same time, in order to advance the staff drain prevention project smoothly, we also need to do a good job in staff internal communication mechanism, talent warning mechanism and the cultivation of company culture. It is a long-term and systematic human resource project to effectively prevent the loss of employees. We need to focus on two aspects of work: first, we should pay attention to the optimization of the hard environment of the company's human resources management, including a suitable recruitment and training system. Salary and welfare system, performance appraisal and so on; Second, strengthen the construction of soft environment, such as corporate culture, to create a harmonious company atmosphere.
【学位授予单位】：湖南大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F842.3;F272.92
本文编号：2338394
[Abstract]:With the rapid development of China's insurance industry, the talent competition in the insurance industry is becoming increasingly fierce. In Hunan insurance market, Ping an Life Insurance Hunan Branch is the second largest life insurance company in the province. How to effectively control the loss of grass-roots staff has become the core of the thesis and starting point. Based on the theory of staff turnover at home and abroad, this paper focuses on the theory of staff turnover and its control at home and abroad, and introduces the famous Mackie and Simon models, Price--Mueller model. Mowbray (MobIey) intermediary chain model is explained to a certain extent. On the basis of relevant theories, the paper compares the data of the human resources situation of Hunan Branch of Ping an Life Insurance Company in the past five years, such as staff turnover rate, staff turnover and so on during the five years from 2008 to 2012. To objectively describe the fact that the turnover of existing grass-roots internal service employees in the company is increasing, and focus on the employee's salary and welfare incentive system, performance appraisal mechanism, internal promotion opportunities, corporate culture and frequent tapping of outside insurance practitioners, etc. External factors analysis of the causes leading to the loss of basic staff of Ping an Life Insurance Hunan Branch. Finally, the paper puts forward some measures to solve the problem, including the optimization of recruitment channels and the improvement of performance appraisal scheme. Innovation of training platform and improvement of compensation and benefits. At the same time, in order to advance the staff drain prevention project smoothly, we also need to do a good job in staff internal communication mechanism, talent warning mechanism and the cultivation of company culture. It is a long-term and systematic human resource project to effectively prevent the loss of employees. We need to focus on two aspects of work: first, we should pay attention to the optimization of the hard environment of the company's human resources management, including a suitable recruitment and training system. Salary and welfare system, performance appraisal and so on; Second, strengthen the construction of soft environment, such as corporate culture, to create a harmonious company atmosphere.
【学位授予单位】：湖南大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F842.3;F272.92
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