A Study On Staff Motivation Based On EAP Of T Insurance Company

Insurance, is the stabilizer of society and the booster of economics.Accelerating the development of modern Insurance Industry will be of great significance to the improvement of the modern finance system, expanding employment,the promotion of economics' quality and efficiency,the innovation of the governance pattern of society,the guarantee of society's stable operation,as well as the promotion of the sense of security and the people's living quality.The document,The Development of Modern Insurance Industry (Promulgated by The State Council,2014,No.29) put forward that until 2020,building a modern Insurance Service Industry basically,which has full safeguard,perfect function,which is safe and steady,normative and credible,which attaches to strong ability of service,innovation as well as international competition,which fits to the development requirement of economic society.The goal is strive to be a powerful country of Insurance from only a large country of it.During such a process,the important thing is not only the support from government and the change of the concept of the people to Insurance,but also the internationally competitive insurance companies.The point is,it's the high level workforce with level of motivation who create competitiveness for the Insurance companies in an increasingly competitive worldwide insurance market.In order to motivate workforce, insurance companies mostly adopt multiple incentives at present, including financial and non-financial. For multiple incentives they input a great many manpower, material as well as financial resources. While money and effort are invested insurance companies are still in face of serious situation,such as the high turnover rate of workforce.According to China Human Resources of Insurance Industry White Paper in 2015,as a whole,the turnover rate of insurance salesman is highest,reaching to 34.25%.Take T Insurance Company as an example, the retention rate of its salesman is too low as well as and the performance rate.And there is a tendency that the back office staffs always be trapped in dimission after working for two or three years Job burnout are prominent.Based on the large cost that insurance companies invest to employee motivation at present, this paper takes present status of staff motivation as the core, and bring some questions surrounding it:Why the turnover rate is different between the staff in the field and in office? And how to maximize the incentive effect? Nowadays the insurance industry employees are facing increasing pressure in work and life, how to relieve their pressure? To increase employee productivity, improve business performance and enhance competitiveness, what can we do? So, the EPA (Employee Assistance Program) is an integration that can help the staff to solve the problem which may affect their work and health, and aims to improve organizational performance.Goodings (1987)considered that EAP referred to the process that an enterprise use rational methods of intervention actively to learn, assess, diagnose and handle the problems which have influence on the behavior of the staff.Here and now,EAP has been an effective method which used by organizations to help the staff solve problems in terms of personal physical and mental health, reduce the management risk of an enterprise, enhance the production efficiency as well as improve the relationships among staff, especially suitable for those service industry that get in touch with customers frequently.For example, the EAP of The American General Motors save 37 billion dollars of expenditure per year. The Cost Benefit Analysis of EAP conducted by the Health and Human Services Department of the federal government displays that the return on investment of EAP is believed to be 29%.Therefore, this paper attempts to connect EPA with the motivation of the insurance industry, meanwhile trying to provide a new thinking for insurance industry's motivation. Through studying the problems and solutions of motivation of T Insurance Company, which is the standout company of the industry, we expect that we can improve the enthusiasm, work efficiency and cohesion of the staff.Thereby to offer a reference for employee motivation of insurance industry and talent support for the rapid and healthy development of Insurance Industry.This paper analyses T insurance company's motivation policy and investigate present situation of employee's motivation, especially different-level employee's motivation situation,by literature analysis and empirical study, using the T insurance company as research object. What's more, it also analyses some problems of employee's motivation and propose suggestions on employee's motivation based on EAP. Through analyze research and related statistic analysis, this paper found that although T insurance company have done some work and made great progress in motivation aspect, for example, employees are satisfied with company's reward motivation policy, regarded as a reflection of employee's ability, which shows that employees are accepted by the company. However, during analysis it also found some problems with insurance company's motivation. For instance, it laid particular stress on economic motivation, ignoring non-economic motivation. The needs of different levels of employees, Employee's integrated development and individual needs are ignored.Also it found that from executives to front line staff, are facing a lot of pressure. Through correlation analysis, it found that although the employees have the pressure, but they are willing to relieve stress through the activities organized by the company organization.The main reasons the employees stay with the company are job challenges, interpersonal relationship, reward and etc. By clustering analysis, the work challenges,among all the positive factors is one of the most prized. Based on above analysis, this paper put forward the corresponding EAP based motivation suggestions, and provide the reference to improve the effect of motivation of the whole insurance industry.