發(fā)布時間：2018-06-03 20:02

  本文選題：人才流失 + 行業(yè)發(fā)展��； 參考：《山東大學》2013年碩士論文

【摘要】：人才資源已經是現代經濟發(fā)展的首要資源,優(yōu)秀的人才是企業(yè)穩(wěn)定、持續(xù)發(fā)展的重要基礎。尤其是對于保險行業(yè),這樣一個以一種抽象金融產品營銷的行業(yè),誰擁有高素質的人才資源,誰能充分發(fā)揮人才資源的作用,誰就能把握市場競爭的主動權,從而在發(fā)展中占據優(yōu)勢。 隨著美國友邦保險在1992年將代理人體系引入國內后,我國保險市場業(yè)務量劇增,伴隨著國內保險市場保險密度、保險深度的持續(xù)增加,大量企業(yè)及外資開始搶灘中國保險市場,而作為全國經濟強省、人口大省的山東首當其沖的成為了保險行業(yè)內各兵家必爭之地,儼然已經進入戰(zhàn)國時代。截至2010年底,山東保險業(yè)人員共計21.18萬人(未含專業(yè)保險中介和兼業(yè)代理機構從業(yè)人員)。保險公司員工數量為42973人。省級分公司總數已經達到59家,各級分支機構新增279個,總數為5419,專業(yè)中介法人機構5家,總數達到127家。行業(yè)的快速發(fā)展以及機構設立的速度增快,對人才的渴求開始越來越明顯的體現在各保險公司人才流失率指標的上升中。 在商品經濟社會,人才作為一‘種特定的商品,正常的流通有助于公司、企業(yè)問的人才優(yōu)化以及結構合理性調整,但是人才流動頻繁,尤其是管理干部、骨干員工或者技術人才頻繁跳槽流動的話將會直接影響到企業(yè)的可持續(xù)發(fā)展能力以及穩(wěn)定性,嚴重者,公司的發(fā)展和生存都會面臨巨大的危機。企業(yè)應該怎樣建立自已的育人體系、附人體系,贏得人才的歸屬感,已經成為目前所有企業(yè)必須重視的一個重要課題。只有能夠吸引、留住、開發(fā)、激勵業(yè)內優(yōu)秀人才的企業(yè)才能成為市場競爭的真正贏家。所以研究人才流失的成因及解決辦法對企業(yè)的發(fā)展具有戰(zhàn)略性意義。本文主要是通過人力資源管理相關的理論知識,對SM保險公司人才流失的原因進行了較為深入和系統(tǒng)的剖析,并結合保險行業(yè)發(fā)展現狀及未來發(fā)展規(guī)劃探討了解決該企業(yè)員工流失問題的解決辦法。提出通過,嚴把進人關,建立完善、有效、適合企業(yè)自身情況的招聘機制；優(yōu)化用人環(huán)節(jié),通過科學、公平、公正的績效體系優(yōu)化科學的薪酬激勵考核制度,完善企業(yè)員工職業(yè)生涯規(guī)劃管理,提升企業(yè)文化等方而來減少人才的流失。通過對SM公司人才流失原因與對策的調查研究,對于完善保險行業(yè)公司的人力資源管理將會提供有益的參考和借鑒
[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.
【學位授予單位】：山東大學
【學位級別】：碩士
【學位授予年份】：2013
【分類號】：F272.92;F842.3

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本文編號：1974004