Analysis And Countermeasure Research On The Turnover Of Field Staff In Y Insurance Suzhou Branch

Under the generally promoted insurance marketing proxy pattern,the field staff has become the backbone of insurance enterprises to carry out business.However,at present,there are still widespread problems in the management of field staff in China’s insurance enterprises.There are many unreasonable aspects in performance appraisal,incentive means,etc.,leading to the overall high turnover rate of field staff.Field staffs are the foundation and pillar force of enterprises and even the industry.Therefore,maintaining the employment stability of field staff is the key to maintaining the stability of insurance companies and the industry.The significant turnover of field staff not only limits the expansion of incremental insurance product business,but also affects the stable maintenance of existing insurance stock business.Therefore,it is urgent to address the issue of field staff turnover in insurance companies.In this context,this article analyzes the turnover rate of field staff of Y Insurance Suzhou Branch and proposes corresponding countermeasures.The research is divided into four steps:firstly,the background,research content,and methods of the article are stated,and the core basic concepts and theories are summarized;Secondly,analyze the current situation of human resources and field staff turnover of Y Insurance Suzhou Branch from the perspectives of gender,age,education level,and professional title skills,and summarize the main trends of Y Insurance’s field staff turnover:younger age,lower education level,and an increasing proportion of male and new employees;Then,based on the dual factor theory and the Price-Miller model,a factor indicator system for the turnover rate of Y Insurance Suzhou Branch’s field staff was constructed.Based on the analysis of the current situation and trend,a questionnaire survey and word frequency analysis were combined to mathematically explore the reasons for Y Insurance’s field staff turnover.Finally,targeted solutions were proposed to address these reasons.Through research,it has been found that there are three main reasons for the turnover of field staff in Y Insurance Suzhou Branch:(1)The key reasons for the industry/profession are demand environment risk,occupational culture bottleneck,and industry human resources bottleneck.Specifically,the impact of the epidemic on the incremental business of the life insurance industry,the "job hopping culture" formed within the life insurance industry,and the "elimination effect" of bad currency driving out good currency;(2)The key factors in terms of motivation are job competition,job flexibility,and difficulty in promotion.The specific reasons are intense job competition,low job flexibility,and difficulty in internal promotion;(3)The key reasons for healthcare are a sense of belonging,identification,compensation,and assessment.Specifically,employees have a low sense of security and belonging,an unreasonable salary system,and a lack of fairness in performance evaluations.In response to the above issues,this article proposes corresponding solutions based on existing practical cases and the actual situation of Y Insurance Suzhou Branch:(1)In terms of industry/profession,the operating scope should be expanded to maintain incremental business,while reshaping the corporate culture and attempting to implement a flexible rotation system;(2)In terms of incentives,help improve employee competitiveness,relax time and space restrictions for field staff,and optimize promotion strategies;(3)In terms of health care,changing multiple regulations on identity differences and restrictions should implement a more diversified salary system,a more humane assessment and elimination system,and a more three-dimensional training system.At the end of the article,corresponding safeguard measures are proposed from three aspects:optimizing the office environment,increasing capital investment,and optimizing personnel management systems.