【论文】薪酬管理视角下的保险企业人才流失危机问题研究.doc

摘 要 Abstract Ability to use so-called talent is competent and good at high standards and streamline the Organizations work, they just enterprises seeking people. Gain an unshakable position in talent in the business, loss of talent for business a certain degree of influence, especially in technology, financial loss of talent. Since its accession to the WTO, ushered in a period of rapid development of Chinas insurance market. All the major insurance companies in order to Rob and the increasingly fierce competition in the market makes the market demand for insurance professionals and have a higher quality requirements. However, growing in the war for talent, became a common phenomenon of high-frequency loss of insurance staff, State-owned insurance companies due to the intensified competition in the market, insurance more serious brain drain phenomenon. Which serious stagnation of business development will result in the loss of State-owned insurance company, declines in benefit levels, and even led to the companys survival crisis. Brain drain situation, how the rational allocation of human resources, design of salary system, bringing in and retaining talent, is an important task for insurance enterprises development. Therefore, realities and strategic significance to the countermeasure of brain drain in insurance companies, various initiatives on how to attract and retain the best talent is the insurance of the continuous efforts of enterprises and exploration. Keywords: Salary management Talent drain Retain talent 目 录 摘 要 2 Abstract 3 一、引言 6 二、 7 1. 薪酬的概念和内容 7 2. 薪酬管理的含义和内容 7 三、 8 1. 人才流失的现状 8 2. 人才流失的危害 8 四、企业人才流失的原因 9 1. 薪酬结构不合理 9 2. 企业内部人力资源规划不合理 10 3.企业没有对人才的长久发展做出一个合理的规划 10 五、防止企业人才流失和留住人才的措施 11 1. 从招聘人才时就做好留住人才的准备 11 2. 加强企业的风险管理 11 3. 为人才制定合理的薪酬方案 11 4. 对企业人力资源管理进行合理规划 12 5. 运用企业文化留住人才 12 6. 重视员工利益，为员工的发展提供条件 13 7. 重视产品质量，打造企业品牌，用企业的魅力吸引人才 14 结束语 15 致 谢 16 参考文献 17 一、引 言 近年来。随着金融改革，股份制商业保险公司兴起；我国加入WTO后，外资保险公司开始进军中国保险市场，保险业面临激烈竞争。但国内保险公司在产品种类和服务功能以及技术