本科毕业论文
薪酬管理视角下的保险企业 人才流失危机问题研究
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本科毕业论文
(科研训练、毕业设计)
学院名称： 公共管理学院 专业名称： 行政管理 学 号： 学生姓名： 指导老师：
二0一二年二月
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摘 要
所谓人才就是有能力并善于运用能力高标准地完成组织的工作，他们正是企业努力寻求的人。人才在企业经营中占据不可动摇的地位，人才的流失会给企业带来一定的影响，特别是科技、金融人才的流失。自从加入WTO以来，我国保险市场迎来了高速发展时期。各大保险公司为了抢夺市场而日趋激烈的竞争使得市场对保险人才的需求和质量上有了更高的要求。但是，在愈演愈烈的人才争夺战中，保险人才的高频率流失成为一种普遍现象,国有保险公司由于市场竞争加剧，保险人才流失现象较为严重。而人才严重流失将导致国有保险公司业务发展的停滞，效益水平的下滑，甚至导致公司的生存危机。面对人才流失的现状，如何合理配置人力资源，设计合理的薪酬制度,引进和留住人才，是保险企业发展的一项重要任务。因此，保险公司人才流失对策研究具有现实和战略意义，如何吸引人才、留住人才的种种举措正是需要各保险企业的不断努力和探索。
关键词：薪酬管理 人才流失 留住人才
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Abstract
Ability to use so-called talent is competent and good at high standards and streamline the Organization's 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 China's 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 company's 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
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目 录
摘 要 ........................................................................................................... 2 Abstract ....................................................................................................... 3 一、引言 ..................................................................................................... 6 二、薪酬管理基本理论解析 .................................................................... 7 1. 薪酬的概念和内容 .............................................................................. 7 2. 薪酬管理的含义和内容 ...................................................................... 7 三、企业人才流失的现状及其危害 ........................................................ 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 ......... 错误！未定义书签。 1. 从招聘人才时就做好留住人才的准备 ............ 错误！未定义书签。 2. 加强企业的风险管理 ........................................ 错误！未定义书签。 3. 为人才制定合理的薪酬方案 ............................ 错误！未定义书签。 4. 对企业人力资源管理进行合理规划 ................ 错误！未定义书签。 5. 运用企业文化留住人才 .................................... 错误！未定义书签。
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6. 重视员工利益，为员工的发展提供条件......... 错误！未定义书签。
7. 重视产品质量，打造企业品牌，用企业的魅力吸引人才错误！未定义书签。 结束语 ...................................................................... 错误！未定义书签。 致 谢 ....................................................................................................... 16 参考文献 ................................................................................................... 17
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