Study On Employee Dimmission In P Insurance Company

Employee dimission is a common phenomenon in human resource management in organization and management.However,the turnover of employees in the insurance industry is more serious.In China,according to incomplete estimation,the turnover rate of agents in the insurance industry reaches 70%.The number of people in and out of the insurance industry is huge.What causes the high dimission rate and serious staff turnover? It is a problem worthy of in-depth exploration by colleagues in the insurance industry.Only when the real reasons are explored can targeted solutions be made to reduce the turnover rate of employees in the insurance industry.P insurance company is the benchmark of the insurance industry,is a banner in the industry.Although the management and operation mode and management philosophy of P insurance company have been imitated by many brother companies,the turnover rate of employees has always been very high,and serious brain drain is the most prominent and urgent problem.Through employee turnover intention and influencing factors,how to reverse the current situation of insurance industry staff turnover.It is of great significance not only for P insurance company,but also for other insurance companies to analyze and solve the problem of employee dimission.Focusing on the human resource management mode of P insurance company,this paper focuses on exploring the employee dimission problem of the company,starting from the problem of talent drain in P insurance industry,and relevant theories causing employee dimission problem.P current situation of employee dimission in insurance company;P factors influencing employee dimission of insurance company;P countermeasures for employee dimission of insurance company;P insurance company employee turnover risk early warning system to prevent such as dimensional analysis,through the use of human resources management knowledge,using literature method,interview method and questionnaire survey method,according to the phenomenon of employee turnover and the present situation of departure,the cause of the problem on his departure and influencing factors,and summarized of the theory and method for extracting improve employee turnover problems.Firstly,this paper analyzes the basic concept of dimission and relevant theories of human resource management,and explains relevant theories related to human resource management and maslow's hierarchy of needs.Double factor theory and equity theory;Interview data;Analysis of P company's historical data and questionnaire data;Descriptive analysis of the indicators of influencing factors of employee dimission;Focus from the couple began in the interview process will be strictly controlled,to adjust the current training system,improve the treatment retention mechanism,extend the new base salary for time,increase the proportion of commission to obtain new,improve staff welfare,staff treatment trend to carry on the consummation to staff,etc,effectively control and solve the problem of employee turnover.Trace back to the source,and fundamentally solve the employee dimission problem of P insurance company.Combined with the study,the following conclusions are drawn: P insurance company employee dimission influencing factors include individual employees,insurance company and industry development,among which the imperfect management system of insurance company has the biggest impact on employee dimission.P insurance company has a high turnover rate of talents,and staff turnover will have a great negative impact on the company.It affects the survival and development of the company to a great extent.P insurance company should improve the enterprise operation management mode;Develop your talents;Improve business model,seek team building;Strengthen training based on market and employee training mechanism;Improving the existing methods of commission payment and performance evaluation;Pay attention to improve the importance of corporate culture,maintain a good corporate image;From the perspective of employees,pay attention to their own development,enhance the sense of belonging of employees and other aspects of the improvement and reform of the implementation of emotional retention,pay retention,career retention major measures,so as to stabilize the staff and achieve sustainable development.