本文關(guān)鍵詞： 個(gè)人代理人 留存率 培訓(xùn) 激勵(lì)　出處：《鄭州大學(xué)》2014年碩士論文　論文類(lèi)型：學(xué)位論文

【摘要】：在保險(xiǎn)業(yè)的發(fā)展中,保險(xiǎn)個(gè)人代理人已成為我國(guó)保險(xiǎn)業(yè)特別是壽險(xiǎn)業(yè)良性運(yùn)行和全面發(fā)展的重要基礎(chǔ),為完善保險(xiǎn)市場(chǎng)、溝通保險(xiǎn)供求、促進(jìn)保險(xiǎn)業(yè)的快速發(fā)展發(fā)揮了十分重要的作用,在創(chuàng)新銷(xiāo)售模式、提高服務(wù)效率、提高保險(xiǎn)公司的市場(chǎng)拓展能力、普及保險(xiǎn)知識(shí)以及加速保險(xiǎn)業(yè)發(fā)展等方面發(fā)揮了積極作用。但是,隨著我國(guó)經(jīng)濟(jì)社會(huì)的快速發(fā)展,保險(xiǎn)業(yè)發(fā)展進(jìn)入新的階段,保險(xiǎn)個(gè)人代理人隊(duì)伍素質(zhì)低下、誠(chéng)信缺失、銷(xiāo)售誤導(dǎo)、流失率過(guò)高等問(wèn)題日益凸顯。個(gè)人代理人隊(duì)伍嚴(yán)重流失,造成的不良影響,嚴(yán)重困擾和阻礙了保險(xiǎn)營(yíng)銷(xiāo)隊(duì)伍的穩(wěn)定和保險(xiǎn)業(yè)的可持續(xù)發(fā)展。隨著我國(guó)保險(xiǎn)市場(chǎng)的全面開(kāi)放,市場(chǎng)主體競(jìng)爭(zhēng)日益激烈,各保險(xiǎn)公司間競(jìng)爭(zhēng)歸根到底是人才的競(jìng)爭(zhēng),如何吸引人才、留住人才成為保險(xiǎn)業(yè)越來(lái)越重視的問(wèn)題。 鄭州中心支公司個(gè)人代理人留存狀況表現(xiàn)是：一是個(gè)人代理人頻繁入職離職,二是個(gè)人代理人隊(duì)伍素質(zhì)參差不齊。主要原因：一是招聘過(guò)程中準(zhǔn)入門(mén)檻低、增員方式多樣、培訓(xùn)體系不完善、激勵(lì)制度不科學(xué)；二是個(gè)人代理人缺乏長(zhǎng)期職業(yè)規(guī)劃及素質(zhì)良莠不齊引發(fā)短期行為；三是委托代理制度下個(gè)人代理人身份地位不明確、傭金制度不合理、存在雙重納稅問(wèn)題。 認(rèn)識(shí)問(wèn)題是解決問(wèn)題的前提,分析問(wèn)題的實(shí)質(zhì)是尋找最優(yōu)解決問(wèn)題的途徑的基礎(chǔ)。從原因分析可知,造成個(gè)人代理人隊(duì)伍低留存的原因是多方面的,從根本上改善壽險(xiǎn)個(gè)人代理人隊(duì)伍低留存率的現(xiàn)狀,還需從造成問(wèn)題的原因著手。 為此分別保從險(xiǎn)公司、個(gè)人代理人及政府與保險(xiǎn)監(jiān)管部門(mén)三個(gè)主體出發(fā)解決個(gè)人代理人隊(duì)伍低留存的問(wèn)題。一是保險(xiǎn)公司提高準(zhǔn)入門(mén)檻、建立科學(xué)的培訓(xùn)體系、完善考核機(jī)制和監(jiān)管力度；二是提高個(gè)人代理人的綜合技能；三是明確個(gè)人代理人的法律身份、將其納入社會(huì)保障體系、加強(qiáng)行業(yè)監(jiān)管提升行業(yè)形象。
[Abstract]:In the development of the insurance industry, individual insurance agents have become an important basis for the benign operation and overall development of the insurance industry in China, especially the life insurance industry. In order to improve the insurance market and communicate the supply and demand of insurance, Promoting the rapid development of the insurance industry has played a very important role in innovating sales patterns, improving service efficiency, and improving the ability of insurance companies to expand their markets. Popularizing insurance knowledge and accelerating the development of insurance industry have played a positive role. However, with the rapid development of our country's economy and society, the insurance industry has entered a new stage, the quality of individual insurance agents is low, and the integrity of insurance agents is lacking. Misguided sales, high wastage rate and other problems have become increasingly prominent. The stability of the insurance marketing team and the sustainable development of the insurance industry have been seriously troubled and hindered. With the comprehensive opening of the insurance market in our country, the competition of the main body of the market is increasingly fierce, and the competition among the insurance companies is, in the final analysis, the competition for talents. How to attract and retain talents has become a more and more important issue in the insurance industry. The retention status of individual agents in Zhengzhou Central Branch Company is as follows: first, personal agents frequently enter and leave the post, and second, the quality of personal agents is uneven. The main reasons are: first, the low entry threshold and various ways of increasing personnel in the recruitment process, The training system is not perfect, the incentive system is not scientific, the second is the lack of long-term career planning of individual agent and the intermingled quality between good and bad, the third is that the status of individual agent is not clear under the principal-agent system, and the commission system is unreasonable. There is a double tax problem. Understanding the problem is the premise of solving the problem, and analyzing the essence of the problem is the basis of finding the best way to solve the problem. From the analysis of the reasons, we can know that there are many reasons for the low retention of the personal agent team. In order to improve the low retention rate of personal agents, we should start with the causes of the problems. To solve the problem of low retention of individual agents, insurance companies, individual agents, and government and insurance regulatory authorities, respectively, set out to solve the problem of low retention of individual agents. First, insurance companies raised the entry threshold and set up a scientific training system. Improve the assessment mechanism and supervision; second, improve the comprehensive skills of individual agents; third, clear the legal identity of individual agents, bring them into the social security system, strengthen industry supervision to enhance the image of the industry.
【學(xué)位授予單位】：鄭州大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類(lèi)號(hào)】：F842.3

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