The Research On Optimizing AE Life Insurance Company New Joiner Training System

In August 2014, the state council issued a new “No.10 National notice” to Insurance industry; it created a rare development opportunity to the Insurance Industry in China.Meanwhile, the competition of Insurance Industry was going intensify since well developed market access mechanism and increasing new market entity. Facing this rare historical opportunity and the fierce market competition, Insurance enterprises realized that Human Resources would be the most valuable resources to the enterprise, the core competitive of the enterprise and the key to win the competition.New Joiner Training is a critical part of Human Resource Training in every enterprise, at the same time; it’s the guarantee to developing the enterprise human resource healthily and is a main task of modern enterprise human resource management. The new joiners of enterprise were composed of fresh graduates and experienced workers. This paper will focus our research subject on the fresh graduates. They are talented, fast learners with good motivation at work, eager to get recognition and growing up. With a long term perspective, the training and development to new joiners is the key of improving the enterprise human resources quality thoroughly.Under the guidance of the theories in Human Resources training, and the analysis on the current situation of AE Life insurance company head office’s new joiner training(Hereinafter referred to as AE life), this thesis discussed some shortages of it, like the training objective is not clear, the training management mechanism is incomplete, the analysis of training demand is insufficient, and the teaching format is inflexible, the evaluation and feedback mechanism is not well developed. In responding to those problems, this thesis also try to analyze the best practice from some outstanding insurance companies home and aboard, meanwhile, to optimizing the new joiner training system with the features of AE life’s new joiner in recent three years. It raised some solutions, like optimizing the training demand research and analysis, then to proceed the design and improvement of the training program with that basis;To enrich and expand the training content and format in according to new joiner’s characteristics; To improve the training by strengthen training evaluation and feedback mechanism; To increase the training efficiency by utilizing the allocation of training resources;To increase new joiner’s motivation and self discipline by establishing a training incentive mechanism. This paper also raised some supporting measures to new joiner training from the perspectives from training policy and training workforce.