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,大量企业及外资幵
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。畨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j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、骨千
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,公切的发展和生存都会面临巨大的危机。企业应该怎样建立自
己的冇人体系、衍人体系,贏得人才的妇属感,已经成为目甜所有企业必须重视
的一个甫要课题。只布能够吸引、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、
苻效、适合企业丨’丨身情况的招聘机制;优化州人环节,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4:涯规划管理,提升企
业文化等方而来减少人方的流失。通过对SM公司人才流失原闽与对策的调查研究,
对r完善保险行业公TTj的人力资源&39;rr现将会捉供打益的参考和借鉴
关键词:
ABSTRACT
Talent resource is the primary resource for modern economic development,
excellent talent is the important foundation for stable, sustainable development of
enterprises. Especially for the insurance industry, such an industry by marketing
abstract financial products, who have high-quality human resources, who gave full play
to the role of human resources, who can grasp the initiative of market competition, so as
to occupy the advantage in developing.
In 1992, AIA of United States of America import agent system into domestic, the
business of China&39;s insurance market increasing, along with the increase of insurance
density, insurance depth in domestic insurance market, a large number of enterprises
and foreign capital began to enter China insurance market, as the national economic
strong and populous province, Shandong province has become the first battleground
within the insurance industry, it has entered the warring states period. By the end of
2010, the Shandong insurance personnel have a total of 211800. (Not including the
professional insurance intermediary and agency industry practitioners). The number of
insurance company employees are 42973. The number of provincial branch has reached
59, with 279 new branches at all levels, a total of 5419, 5 professional intermediary
corporation organization, the total reach 127. The rapid development of industry and
institutions set up speed, thirst for talents is becoming obvious reflected in rising
attrition index of each insurance company.
In commodity economy society, talent normal circulation help talent optimization
and structural adjustment between the company and enterprise, if the talent flow is
frequent,especially management cadres、backbone employees or technical personnel
frequent job-hopping will directly affect the enterprise&39;s sustainable development ability
and stability, in severe cases, the company&39;s survival and development will face a huge
crisis. It is important for enterprises to set up their own educational system, retention
system, won the people&39;s sense of belonging. The enterprises can be the true winner in
market competition when it is be able to attract, retain, develop, and motivate the talents.
So it is of strategic significance to research into the cause and the solution of brain drain.
This paper uses human resources management related knowledge, deeply and
systematically analyze the reasons of the brain drain of SM company, combined with
the current development of the insurance industry and future development planning to
solve the problem of employee loss. Put forward by setting up perfect and effective,
fitting the condition of enterprise recruitment mechanism; Optimize the link of employ
persons, through scientific, fair and just system to optimize scientific assessment of
salary incentive system, improve enterprise employees&39; career planning management,
improve enterprise culture, etc, to reduce the loss of talent. Through investigation and
study of the reasons and countermeasures of brain drain in SM Company, it is useful
reference for improving human resource management of insurance companies.
Keywords: brain drain industry development retention system
第1章绪论
1.1研究背景
20世纪70年代末期i/r始的改革7「放,使得屮国经济发生了天翻地覆的变化,
巨大的市场潜力开始吸引全球投资者的目光,开放的环境、良好的政策以及持续
提升的购买力使得中国成为“当今世界吸引外资最多的国家之一”,金融行业尤
其是保险业自二十世纪九十年代以来,JT始驶入快速发展的轨道,以保险行业为
例仅2012年,全年实现保费收入1.55万亿元,在严峻的外部经济环境影响下,
仍保持了超过8%的培长率,保险公司总资产达到7. 35万亿,较年初增长22.9%,
展示了良好的发展势头。山东作为经济强省、人口大省,历來均为各保险公司抢
先布局发展的将份,仅仅在2010年一个年度,就有6家保险公司在山东设立分公
司,哲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家,
专业中介法人机构5家,总数达到127家‘。2010年至2012年,泰山财险、德华
安固寿险相继筹备、幵业,成为总公司落户济南的第一家财险和寿险公司。大量
新兴保险主体的增加以及保险公司对人的一贯渴求状态,进一步加剧了山东保
险人义市场的暗流涌动。
1.2研究意义
1.2. 1理论意义
人才流失问题的研究已经受到国内所钉行业、所存市场主体的密切关注,越
来越多的研究人货投入到关于企业人才流失问题的研究中来,依靠国外发达国家
儿十年来的关于人才流失问题的深入研究,并且结合国内市场经济快速发展的现
状,系列有影响力的针对于人才流失方面的研究成果7「始涌现。需要注意的是,
因为这拽研究成张的出现都足建立在国外发达_家几十年研究成束的基础之上,
特定的经济环境背景决定了其不可能具有性或者+ 定能;;^企适合国内现行
社会经济制度。因此,t]前现行的有关人才流失的理论模型足能在中W深厚的
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