随着社会和科技的不断发展进步，人才在企业之间的竞争中表现的愈发重要。对 于企业来说，人才资源的主观能动性对企业的决策处理有着十分重要 的作用，特别是 在保险行业竞争激烈的背景下，谁拥有高素质的人力资源，谁就能掌握市场竞争的主 动权，从而占据发展优势。然而在“人才主权”这一时代的大环境下，人才 将具备更 多的工作自主权和工作选择权，这也就意味着企业人才的流失的情况可能会发生。 本文从人力资源管理角度出发，在对人才流失的相关理论进行回顾的基础上，特 别是 对人员离职的影响因素及其对策进行了分析，针对联合财险河北公司的人才高离 职现象进行研究工作：首先，从公司组织架构、员工离职情况等，通过对联合财险河 北公司110名 已离职人员进行访谈、问卷调查的方式分析出联合财险河北公司员工离 职的影响因素及造成的原因分析；其次，以员工离职的相关理论为依据结合联合财险 河北公司的员工离职 影响因素，根据公司目前实际情况提出从建立人才激励体系、完 善员工职业生涯规划、加强员工培训、重视企业文化、创建良好人际互动、提高招聘 质量这六个方面提出控制人 才流失进行人才保留的对策建议；最后指出联合财险河北 公司人才保持策略实施过程中可能出现的问题及其从组织、制度、资源、纪律、监督 几方面所提供的保障措施。 在瞬息 万变的商业环境中，优秀的人才是保证企业成长、转型和可持续发展，帮 助企业在激烈的市场竞争中赢得未来的关键因素之一。 关键词：员工离职；原因分析；改善对策；保险 公司 V Abstract With the continuous development of society and science and technology, talent plays an increasingly important role in the competition between enterprises. As for enterprises, the subjective initiative of human resources plays a very important role in the decision-making process of enterprises. The one who has high-quality human resources, who can grasp the initiative of market competition, especially in the background of fierce competition in the insurance industry, so that he can occupy the development advantage. However, in the era of "talent sovereignty", talents will have more job autonomy and choice options, which means the loss of talents in enterprises may occur. This article is written to analyze on the basis of influence factors of staff demission and its countermeasures from the perspective of human resource management, and research the high demission phenomenon for Union Property Insurance Hebei Company: Firstly, this article analyzes the influencing factors and reasons of the dimission of employees via company organization structure, staff structure and their actual situation of Union Property Insurance Hebei Company through interviews and questionnaires with 110 employees; Secondly, this aritcle puts forward the countermeasures and suggestions to control talent demission and retention on the basis of relevant theories of staff demission and the present situation of Union Property Insurance Hebei Company from six aspects including establishing talent incentive system, improving the staff career planning, strengthening staff training, attaching great importance to the corporate culture, creating good interpersonal interaction, and improving the quality of recruitment; Finally, the aritcle points out the problems that may occur in the implementation of the talent retention strategy and its guarantee mechanism from the aspects of organization, system, resources, discipline and supervision for Union Property Insurance Hebei Company. In the ever-changing business environment, excellent talents are one of the key factors to ensure the growth, transformation and sustainable development of enterprises and help enterprises win the future in the fierce market competition. Key words: Employee demission; reason analysis; improvement strategy; insurance company V 目 录 第一章 绪论 .................................................................................................................... - 1 - 1.1 研究背景和意义 ....................................................................................................... - 1 - 1.1.1 研究背景 ........................................................................................................ - 1 - 1.1.2 研究意义 ........................................................................................................ - 2 - 1.2 研究思路和方法 ....................................................................................................... - 2 - 1.2.1 研究思路 ........................................................................................................ - 2 - 1.2.2 研究方法 ........................................................................................................ - 3 - 第二章 文献综述 ............................................................................................................ - 5 - 2.1 员工离职的相关概念 ............................................................................................... - 5 - 2.1.1 离职概念与分类 ............................................................................................ - 5 - 2.1.2 离职意向 ........................................................................................................ - 5 - 2.1.3 离职的影响因素与影响 ................................................................................ - 5 - 2.2 员工离职的相关理论基础 ....................................................................................... - 7 - 2.2.1 马斯洛需求层次理论 .................................................................................... - 7 - 2.2.2 赫兹伯格双因素理论 .................................................................................... - 8 - 2.3 国内外研究进展 ....................................................................................................... - 9 - 2.3.1 国外研究进展 ................................................................................................ - 9 - 2.3.2 国内研究进展 .............................................................................................. - 10 - 第三章 员工离职及其原因分析 .................................................................................. - 15 - 3.1 员工离职现状及影响 ............................................................................................. - 15 - 3.1.1 公司简介及员工离职概况 .......................................................................... - 15 - 3.1.2 员工离职影响 .............................................................................................. - 19 - 3.2 员工离职原因调查及分析 ..................................................................................... - 23 - 3.2.1 员工离职原因调查 ...................................................................................... - 23 - 3.2.2 员工离职原因分析 ...................................................................................... - 26 - 第四章 员工离职改善对策 .......................................................................................... - 33 - 4.1 建立健全人才激励体系 ......................................................................................... - 33 - 4.2 完善员工职业生涯规划体系 ................................................................................. - 35 - 4.3 加强员工培训机制 ................................................................................................. - 36 - 4.4 重视企业文化建设 ................................................................................................. - 37 - VI 4.5 创建良好人际互动 ................................................................................................. - 38 - 4.6 提高招聘质量把好进人关 ..................................................................................... - 38 - 第五章 员工离职改善对策实施保障措施 .................................................................. - 41 - 5.1 组织和职能保障 ..................................................................................................... - 41 - 5.2 制度和文化保障 .................................................................................