A Case Study On Staff Training Of Dalian PA Company

After the 2008 economic crisis, China’s economic recovered and speeded up. With the satisfactory of material base, people are willing to buy commercial insurance, which provides huge development opportunities for insurance companies. Volume of business increasing and enterprise scales enlarging, insurance companies need staff to own excellent professional ability and overall quality. Insurance industry belongs to services industry, its marketing means is all-staff marketing. So the ability of staff is crucial for the insurance company. At present, China provides policy supports to insurance industry to relieve stress on social mutual assistance programs. It provides good environment for insurance companies, and brings together fierce competition among them. And the basic of this competition is the talent competition. How to solve the talent-lack problems and how to promote the professional ability by means of training raised more and more attention.After the Labor Law revision, the relationship between employer and employee changed dramatically, "iron bowl" no longer exists in any industry, which provides more choice space for the employees. The traditional human resources management theories need to be update to fit for the changes. This article first studies the case of Dalian PA Company’s training systems, describes the case vividly, discover the problems of human resources management and training management. Then it combines the current situation of Dalian PA Company and background of insurance industry, refers to the staff training theories, training assessment theories, and ISD, Gold Stein training needs analysis models to analyze the company’s staff training problems. It is found that the company doesn’t pay enough attention to staff training, the trainings are lack of pertinence, the training systems are not perfect enough and there are no training assessment systems. These problems lead to the decline in performance, the reducing of staff stability, and the lack of belongingness and loyalty. To improve the current situation, this article proposes the following solutions:higher the strategic position of staff training, design niche targeting training programs, perfect the staff training systems, and establish training assessment systems.In the end, It is hoped that the problems and solutions in this article can help other similar companies to solve similar problems.