Research On Planning Of Professional Career For Marketing Managers In Zhuoyue Branch Of Xinhua Insurance Company

Chinese insurance industry is an emerging industry with fast development. There are only three life insurance companies when insurance industry started in 1995, but till 2007 the number had already developed to more than fifty, and the service scale increases by 25% on average in each year. There is a lack in marketing managerial talents with specialized ability and experience, but the speed of construction of various company organizations is fast. The marketing managerial talents of insurance company are practice-oriented, and must grow in the practical work. The cultivation cycle is long, and can not be cultivated by higher education within a short time. This produces contradiction of demand exceeding supply of marketing managerial talent. Therefore, the talent competition is quite intense.Taking the Xinhua Life Insurance Company Zhuoyue Subsidiary Company as the object of study, this paper analyzes problems in career planning of marketing managerial personnel in Xinhua Life Insurance Company Zhuoyue Subsidiary Company by using modern human resources management theory, systematically designs career planning of marketing managerial personnel in the company and puts forward safeguard mechanism in implementation of career planning in order to realize synchronization of the individual career development of marketing managerial personnel and the enterprise development, enhance degree of satisfaction and the sense of belonging of marketing managerial personnel and provide a solution to brain drain problem of the company.This article conducts concrete research from the following several aspects:First, insurance is a special industry, and is different in organization structure and the personnel management. This article first introduces the Xinhua Life Insurance Company's organization construction and the personnel labor division. Through investigation and interview, it finds the reasons that influence career planning and dismission of staff, namely mismatch between staff individuality and work post, unclear connection between ability cultivation and career objectives, not close relationship between achievements appraisal and position promotion, not close relation between salary and work content, and so on. Existence of the above problems is main reason that influences staff dissatisfaction and career development of staff, which will produce unfavorable impact on the long-term stable development of the company and the future career development of employees. Providing effective solutions to the above problems may strengthen the sense of belonging of staff, and help Xinhua Insure obtain an impregnable position in the intense market competition.Next, in view of the question which appears, it comprehensively uses career planning management theory to illustrate from the two aspects of organization career planning and individual career planning.In order to make each employee find the proper and suitable path in career planning, as the precondition for effective implementation of career planning of employees, Xinhua Insurance does professional channel and ladder design, namely designing the four career development channels of management post, specialized post, business post, and sales post. Each channel is further divided into S kind, A kind, B kind, C kind, and D kind altogether five grades and thirty official ranks.On this foundation, it conducts careful planning one by one about career planning procedure and does comprehensive career planning for employees, that is, setting down talent development planning of Xinhua Life Insurance Company Zhuoyue Subsidiary Company, formulating individual development goals, conducting achievement appraisal and career planning interview, correction, adjusting career development planning of employees, setting down and adjusting formal development outlook of staff, implementation of career development planning of staff, appraisal on implementation conditions of career planning of employees.Simultaneously, according to professional channel and ladder design, it provides profession shift management system design. When there is mismatch between individuality of employees and post requirement, or there is work fatigue after long time work in the same post, staff can apply for post shift and through shift management, it can make all staff can find his own development path in Xinhua Company and do beneficial supplement to the uncovered part in career planning procedure.Thirdly, on the basis of comprehensive analysis and clear understanding about the above career development planning issue, we make careful analysis and design on many important steps in career planning procedure and through design of new system, we try to improve the imperfect steps in career planning management.In future management, through disposition evaluation method and round post practice, we try to do effective selection about the individuality of employees in order to make their individuality conform to requirements of the post. At the same time, through test, we provide employees who apply for post shift with posts consistent with their requirement and try to avoid blind selection in order to make their career development process smoother;Through the establishment of training system and implementation of training plan, we enhance the ability of employees who encounter difficulties in the career development process in order to promote them reach the goals of their career and provide training support for employees who change to new post and make them adapt to new post.The achievements evaluation plays a decisive role in the career planning process of staff, and it is a kind of affirmation to the diligence of outstanding staff. Doing well achievement evaluation can define the development direction for employees in their career planning. There are two times of achievement evaluation in each year and there are five grades ten levels of evaluation for the annual work of staff. The evaluation performance are divided into A (including A-), B (including B+, B-), C (including C+, C-), D, and E ten grades. The evaluation result is linked with the official rank promotion and salary. Simultaneously, it changes the unequal treatment between backing post achievement evaluation and frontline staff in order to give an accurate and equal work evaluation to employees in each post.A good salary system can play a positive role in career planning of employees and equal and competitive salary can bring a sense of satisfaction to employees and promote their motivation of hard work. In salary design, we incline to important and higher level posts in order to make each employee gain a good return, and realize that each advancement and promotion in their career planning can bring enhancement in salary.Through setting down safeguard mechanism for implementation of career planning, Xinhua Life Insurance Company provides a good career development environment for talents.