A Study On The Phenomenon Of Middle Managers' Fault In The Branch Of A Insurance Company

After decades of reform and opening up,China has achieved rapid economic growth.China's insurance industry,as a new financial industry,has developed greatly with the help of national preferential policies.Relevant data show that from 2011 to 2016,the total insurance assets increased from 5.98 trillion to 15.12 trillion with an average annual growth rate of 20.37%;net assets from 556.6 billion in 2011 increased to 1.73 trillion in 2016.The rapid development of the insurance industry has made important contributions to China's rapid economic growth.When the economy is developing rapidly,the insurance industry plays a role in stabilizing the economy and indicating inflation.In the economic downturn,it plays a role in mitigating economic shocks.Although China's insurance industry has scored great development,many problems have been gradually emerging under the new circumstances of the expansion of insurance institutions,the increase in the scale of premiums,the continuous growing of insurance practitioners and the entries of foreign insurance companies.In particular,state-owned insurance companies faced quite a lot of problems and challenges,for example,the traditional insurance model needs to be transformed.The staff team is aging.The overall knowledge level of practitioners is low.Middle managers fault.There is the lack of available talents.At present,human resources has become the most scarce strategic resources of the insurance industry.The problem of lack of talents has become the bottleneck restricting the development of insurance industry.Middle managers,as key energy force,play an important role in maintaining the core competitiveness and long-term development of enterprises,which is strategic resource that needs to be replenished constantly.The analysis or research on the fault of the middle managers at home and abroad is very limited,and the research about it in the insurance industry is almost blank,so there are almost no literature materials that can be used for reference.This greatly increases the writing difficulty of the author.At present,the research on the enterprise mainly focuses on the person-post matching,the competency,the execution force,and the performance assessment and evaluation.And more researches on the managers' fault,succession and replacement are aimed at the senior management team of enterprises.Therefore,I hope that through the research and exploration in the paper,we can ease the status of the middle class crisis of A insurance company to some extent.At the same time,it can it can provide some references for human resource management work in other financial state-owned enterprises,and some value for related academic research.The author,using case analysis method,first focuses on the topics of the definition,characteristics and the fault of middle managers.At the same time,the author elaborates the related theories such as career planning,successive planning,rotation training and career promotion,which provide theoretical basis for the following study.Besides,the author,applying quantitative analysis method,gives a brief introduction of the nature,business scope and advantages,the organization,the age and knowledge structure of the staff and the post setting of a state-owned joint-stock insurance company named A,belonging to the city-level branch.Through the analysis of the age and degree distribution of the middle managers of the insurance companies and the promotion and retreat during five years,the author predicts the status quo of the middle managers in the A insurance company and the future situations of the middle managers in the next five years.Most importantly,the author finds the reasons of fault phenomena of middle managers with the perspective of external and internal factors causing the current situation of A insurance company.External factors are mainly the frequent and short changes during the history and development of insurance industry,surging talent gap in horizontal companies,weak insurance awareness,low social recognition,resources shortage in professional insurance education.Internal causes are lack of strategic awareness about human resources planning,brain drain,business-oriented thinking set,narrow channel of career promotion and poor chances to senior managers and so on.Finally,with the combination of theories of rotation training,succession planning and career planning,the author puts forward the measures and strategies to solve the status of the fault of the middle-class management of the A insurance company from the three aspects,including excellent talent plan,manager's succession plan,and widening exit channel of middle managers.The analysis or research on the fault of the middle managers at home and abroad is very limited,and the research about it in the insurance industry is almost blank,so there are almost no literature materials that can be used for reference.This greatly increases the writing difficulty of the author.At present,the research on the enterprise mainly focuses on the person-post matching,the competency,the execution force,and the performance assessment and evaluation.And more researches on the managers' fault,succession and replacement are aimed at the senior management team of enterprises.Therefore,I hope that through the research and exploration in the paper,we can ease the status of the middle class crisis of A insurance company to some extent.At the same time,it can it can provide some references for human resource management work in other financial state-owned enterprises,and some value for related academic research.