Study On The Causes And Countermeasures For The Problems,the Loss Of A Insurance Company Beijing Branch Office Staff

Under the background of modern society,the survival and development of enterprises depends on hardware capabilities,second by software,compared to the former,the latter winning thousands of more significant for enterprises,based on this,the human competition among enterprises increasingly evolve into elements of competition between firms.At present,China’s insurance industry is booming,as a"sunrise industry" one of its prospects is brilliant.Meanwhile,the competition is fierce,both opportunities and challenges.With the rapid development of the knowledge economy,promotes the economic development of countries and enterprises human resources position has become increasingly prominent.Continuously open markets,competition increased,making a wider flow of human space,many companies have not carried out systematic and scientific management,lead to hemorrhaging,the problem is particularly obvious in the insurance industry.New period examine employee turnover problem correctly and targeted for improvement,insurance companies should pay attention to the problem.Paper in large reading,and combs modern employees loss theory of based Shang,to a,insurance company Beijing company for case object,focused its grass-roots Office employees,integrated using literature reviewed method,and theory research combined case research method,and questionnaire survey method,and compared analysis method and specification analysis method,based on modern employees loss theory,discussion its employees loss problem,and analysis its causes,aimed at improved its left people mechanism,reduced grass-roots Office employees loss rate.Analysis showed that a general insurance company limited Beijing Branch turnover rate increased,likely to be men with low age,the high turnover rate of new people;to other insurance companies.The main reason is:salaries and benefits encourage sound enough;unfair performance appraisal and promotion opportunities within company culture of high pressure.To alleviate this problem,its main improvements are:optimized primary Office staff salaries and benefits;optimize performance appraisal mechanism;conducting "double-ladder system"promotion system,optimize the primary Office staff promotion law;the corporate culture of nurturing and warm.