Implement Performance Salary System For The Influence Of Insurance Salesman Retention Rates

A percentage of the employee turnover can keep the development of enterprise vitality, improve staff work enthusiasm, to promote enterprise business performance improvement. However, if the normal turnover into staff turnover, especially the loss of core talented person, will be great negative impact on business development. Insurance marketing staff of high turnover rate, increase the insurance enterprise trade secret leakage, to some extent, also can cause the loss of market share of insurance enterprise, improve the insurance enterprise staff management cost and replacement cost, and affect the stability of the staff and work efficiency, thus adversely affecting the operation and development of the insurance companies. In this paper, on the basis of the research at home and abroad, from the compensation management and employee retention rates and other basic concepts and related theory, USES the literature material law, questionnaire investigation and empirical study method, the insurance marketing staff to implement performance salary system for its influence degree and mechanism of retention rates has carried on the empirical research, according to the results of empirical research, based on the perspective of performance pay, put forward the strategy to improve insurance sale member retention rates. Through the study of this article, which is beneficial to further enrich the topic research, to guide our country insurance enterprises to improve their marketing personnel salary management efficiency and staff management efficiency, reduce the enterprise core talented person's turnover rate, decrease the cost of enterprise human resources management, improve the efficiency of enterprise human resources management, promote the promotion enterprise's core competitiveness and the healthy development of the enterprise, promote the sustainable development of the industry, for our country the social medical security level of ascension, as well as a basis for talent construction of multi-level old-age security system.Through research, this paper mainly studies the following conclusions:(1) at 0.05 significant level, "whether the implementation of performance pay system" and "the proportion of performance pay" will have positive influence on insurance marketing. staff retention rates, but the effect is not very significant. (2) female insurance marketing staff due to the concept of family values as well as professional stronger, keep intend to higher, more reluctant to leave. High age (aged above 30) of insurance marketing staff due to the long working hours, work has made certain achievements, because of work and family factors, its holding will higher, lower turnover intention. Insurance marketing staff by education level is higher, because of its strong ability to work, professional idea is more open, more strong market competitiveness, so compared to the low level of education of insurance marketing staff, active turnover intention is higher. (3) self-efficacy as a moderator variable, the insurance marketing personnel retention rates and exerted positive influence on the proportion of performance pay. Insurance marketing personnel of the higher self-efficacy, coping and work life problem solving skills and the stronger the confidence, the lower the turnover intention. Insurance sale member of self-efficacy, the more to the higher wage demands. Self-efficacy of insurance marketing staff, and its merit pay is often high. (4) job satisfaction as the intervening variable, is a bridge connecting the independent variable and dependent variable. "Whether the implementation of performance pay system" and "the proportion of performance pay" affect the satisfaction degree of the insurance marketing personnel. Implementing performance salary, insurance companies can improve the fairness of internal compensation insurance marketing staff and external competitive compensation, and then have a positive impact on insurance marketing personnel satisfaction. The insurance marketing personnel satisfaction has increased, and retained a positive impact on employees. (5) based on the perspective of performance pay raise insurance marketing staff retention rates, is to keep the compensation of internal consistency, improve the external competitiveness of compensation, to perfect the performance appraisal system, strengthen the performance incentive mechanism.