摘 要
保险个人代理人是推动我国保险市场快速发展的重要力量，然而保险个人代理
人的流失问题一直存在，并且日益严重。目前我国保险公司销售保险产品的方式仍
然是“人海战术”，不可避免的存在代理人的高流失率问题。保险个人代理人的流失
会产生大量的“孤儿保单”，会损害投保人和被保险人的利益，同时也降低了保险公
司的保单继续率，增加了人力培养成本；代理人的大量流失还影响了保险行业在公
众中的形象，对保险行业的进一步发展造成不利的影响。
本文从人力资源管理的角度出发，结合笔者在武汉平安保险公司多年的从业经
验，通过对近些年武汉平安代理人流失的相关统计数据分析，研究了保险个人代理
人流失现状和流失特征，研究了代理人流失给保险公司和保险客户造成的影响，分
析了造成保险个人代理人流失的原因。通过以上研究，提出了解决保险个人代理人
高流失率问题的相关对策：选拔和培养高素质、专业化的个人代理人；完善和创新
保险个人代理人的薪酬、培训与管理体系，以提高保险个人代理人的佣金收入和福
利水平；提高他们对行业归属感和忠诚度；进行保险代理人的员工制的探索，从社
保和税收上给保险代理人以倾斜和优惠。这样可以从根本上改变保险代理人高流失
率的现状，对保险公司的稳定经营和保险市场的健康运行有着重大的意义。
关键词：保险，保险个人代理人，流失率
Abstract
The individual insurance agents are the importance force in promoting the
development of China’s insurance business. However, the problem of the turnover of
individual insurance agents has existed for many years, and is becoming acute
increasingly. Most of the insurance companies adopt the extensive marketing strategy
which is employing a large numbers of individual insurance agents to sell the insurance
products. The extensive management inevitably leads to the high turnover rate problem.
The high turnover rate of individual insurance agents has caused a lot of negative
consequences such as: The large growth of the generation of orphan policies which
damage the interest of both the insured and the insured person, and reduce the rate of
insurance company's policy to continue; the increase of the company's training costs; the
great loss of public acceptance of insurance industry. These consequences are not
conducive to the further development of the insurance industry.
From the perspective of human resource management and with the author's long
years business experience in Wuhan Ping An insurance company, the paper analyzes the
statistical data which is relate to the agent turnover in Wuhan Ping An company, studies
the status quo and turnover features of individual insurance agents, and the influence to
the insurance companies, analyzes various reasons causing the high turnover rate of the
individual insurance agents. Depending on these studies, some solutions which aim at the
high turnover rate of insurance agents are proposed: Selecting and cultivating the high
character, profession individual insurance agents; improving the system of the salary,
training, and management; increasing the earning and benefit level of the agent; enhancing
the belonging and loyalty of agents to the insurance company; giving the insurance agents
with supports in social security and revenue. These solutions could solve the high turnover
rate of the insurance agent fundamentally. Only when the turnover rate is reduced, the
insurance company could work stably, and the insurance market could develop healthily.
Key words: Insurance, Individual Insurance agent, Turnover rate