| PICC can be in a new round of human resource competition, will greatly related to the competition in the market place. Due to historical reasons and special nature of the industry, the insurance industry of China and foreign insurance company size is difficult to compete, and the gradual development of the economic and social reality is not compatible. In accordance with the relevant statistics, compared with developed countries, China’s state-owned insurance company premium income from either the world insurance market insurance density or the performance of share ratio, there are great distance. Insurance company employees in quantity, employment structure, personnel quality is difficult to meet the growing needs of the development of insurance market. And daily consumer goods, insurance product has its particularity. The characteristics of insurance products, the company decided to employ many business agent business and service marketing, it is the insurance company the rapid expansion of business a major mode. Due to the company’s operating costs, insurance companies employ agents, unable to take strict employment system, this leads to the insurance company in a" dilemma" choice. At present, PICC Gansu Branch Province branch also did not form a rational and effective incentive mechanism, the current situation of the company has hindered the personnel selection, high-quality talents of one’s ability and cleverness in such circumstances it is difficult to get full play.As it relates to the company’s operating costs, the insurance company, an attorney, can not take a strict hiring system, which led to the insurance company in a "dilemma" select. Gansu Branch of PICC yet to form a reasonable effective incentive mechanism, the company’s current situation hindered the selection of personnel, the wisdom of the high-quality talent into full play in such circumstances is difficult.The study helps insurance companies adopt scientific management methods, strict human resources incentive system, and has a good practical significance. Paul Gansu Branch of PICC P&C people cases, the main issues, analysis of the existing the incentive status quo based insurance agent, find out countermeasures to improve our insurance agent incentives put forward a number of recommendations for effective incentive and measures. First overview of theory, the main theoretical motivation of human resources, including the hierarchy of needs theory, achievement motivation theory, two-factor theory, equity theory, Goal Setting Theory, expectations theory, integrated Incentive motivation theory and behavioral transformation theory, followed by an analysis of The Gansu Branch Overview PICC P&C P&C, including company background, operating conditions, company culture, from training on the basis of development, pay and benefits, and performance appraisal elaborated PICC P&C the Gansu branch agent incentive status quo, to identify some of the inadequacies of the current pay system, such as insurance agents, to some extent, led to the increase in short-term behavior and the high turnover rate of insurance professionals, compensation design problem, the first high-commission rate system induced short-term behavior salary structure based on absolute performance weakens the incentive effect, the low proportion of fixed income, reduce employees’ sense of belonging and loyalty, the agent’s welfare mechanism is not perfect, surviving defects of the agent’s promotion system, followed by a PICC P&C P&C Gansu Branch incentive problem analysis the presence of moral hazard, from the relationship between the agent and the company’s focus too much on short-term interests, agent training system is not perfect, and so to find out the specific reason, and then gives specific solutions. |
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