核心员工激励问题研究——以云南省昆明市泰康人寿保险股份有限公司禄劝支公司营销服务部为个案.docVIP

内容摘要 核心员工乃一个企业最重要、最难短时间寻找、最难以替代、最不可缺少，保证企业经营策略成功及企业健康长久运行的关键人物。核心员工的离职、工作状态的不饱和等，都会给企业带来一定程度的损失，甚至是超出我们所能预想的损失。作为人力资源管理的关键部分，对于如何对核心员工实施有效的激励计划成为了企业人力资源部工作的核心部分。核心员工较普通员工来说，存在一些较为明显的群体特征。对核心员工的一些特性进行分析，对于如何提高核心员工的激励效果、留住人才，激发核心员工工作积极性并使之将其自身的效用发挥到最大化进行了分析，并通过经济激励和非经济激励两要素对其给出相应的建议。 本文通过以云南省昆明市泰康人寿保险股份有限公司禄劝支公司为实例，并通过实习调查发现该公司存在激励机制单一、对激励机制缺乏正确认识和准确到位的落实；核心员工缺乏个性化和差异化的激励；过于注重短期激励；目标的设立过于主观，过高；100％佣金计划，提高收益风险及离职率；缺乏明确的晋升方向，来自上级的压力过大，缺乏上下级有效健康的沟通等问题，并结合所学理论知识对存在问题提出对应措施，以解决公司现存问题，从而达到完善激励机制，提高激励计划实施的有效性，以便最终达到吸收新鲜血液、循环再造优质血液，实现最大的“共赢”。 关键词：保险企业；核心员工；激励机制 Abstract Core employees are a company’s most important and most difficult to find a short time, the most difficult to replace, the most indispensable to ensure the success of a key figure in business strategy and corporate health long run. Departure of key employees, unsaturated working condition, will be brought to the enterprise a certain degree of loss, even beyond what we can expected losses. As a key part of human resource management, how to implement an effective incentive plan for employees has become a core part of the core of corporate human resources work. Core staff than ordinary employees, there are some obvious group characteristics. Some characteristics of the core staff to analyze how to improve the incentive effect for key employees, retain talent, stimulate the enthusiasm of the core staff and make their own play to maximize the effectiveness of the analysis carried out, and from the elements and non- economic incentives economic incentives put forward the corresponding elements of both proposals. In this paper, to Kunming, Taikang Life Insurance Co. Luquan branch as an example, and through internships investigation found that the company incentives exist a single , lack of incentives to implement a correct understanding and accurate place ; core staff and a lack of personalization differentiated incentives ; too focused on short-term incentives ; setting goals too subjective , too ; 100% commiss