笔者所服务的某保险公司河南分公司（以下简称“P保险公司”）是国内排 行前三的寿险公司省级分公司，P保险公司寿险业务规模连续13年位居系统第 一位，系统占比维持在13%~15%之间，河南市场排位常年位居前三甲。作为一 家具有市场影响力的保险公司，其关键岗位人才离职率连续三年维持在10%以上 的高位，甚至在2019年达到14.64%，远高于正常离职率5%~8%的合理区间。 本文以P保险公司关键岗位人才为研究对象，通过详实的数据全面呈现P 保险公司关键岗位人才流失现状，研究采用问卷调查、现场访谈两种方式，在调 查问卷的设计上，充分参考公平理论、期望理论和库克曲线等人力资源经典理论 指导，预设9个影响因子，通过问卷统计分析，形成影响因子的重要性排序，再 结合访谈意见整理结果，研判关键岗位人才流失存在的问题表现，探究导致关键 岗位人才流失的外因和内因。 本文通过人力资源相关理论与成功的实践经验，从文化氛围、人才规划、选 聘渠道、晋降机制、培训体系、薪酬考核、职涯发展等七个方面入手，通过系统 化、针对性地组合措施，制定降低关键岗位人才流失的主要措施，形成较为完整 的P保险公司关键岗位人才流失解决方案，实现关键岗位人才的“癣用、育、 留”，为公司打造一支可持续的干部梯队。并且以方案为核心，从制度、组织、 文化三个方面制定保障措施，确保方案的顺利实施。从而解决P保险公司面临的 关键岗位人才流失问题，以帮助公司更为充分地应对日益激烈的市场竞争环境， 提升公司整体竞争实力。 关键词：关键岗位人才；人才流失；解决方案 河南财经政法大学硕士学位论文 II Abstract The Henan branch of an insurance company that the author serves (hereinafter referred to as “P Insurance Company”) is the provincial branch of the top three life insurance companies in China.The scale of P Insurance Company’s life insurance business has ranked first in the system for 13 consecutive years. The ratio remains between 13% and 15%, and the Henan market ranks among the top three year round. As an insurance company with market influence, the turnover rate of talents in key positions has been maintained at a high level of more than 10% for three consecutive years, and even reached 14.64% in 2019, which is much higher than the normal turnover rate of 5% to 8%. This paper takes the talents in key positions of P insurance company as the research object, and comprehensively presents the current situation of brain drain in key positions of P insurance company through detailed data. The research uses questionnaire surveys and on-site interviews. In the design of the questionnaire, it fully refers to fairness theory, The expectation theory and the Cook curve and other classic human resources theoretical guidance, preset 9 impact factors, through the questionnaire statistical analysis, the importance of the impact factors are formed, and then combined with the interview opinions to sort out the results, study and judge the problem of brain drain in key positions. Explore the external and internal causes that lead to the loss of talents in key positions. Based on human resources related theories and successful practical experience, this article starts from seven aspects including cultural atmosphere, talent planning, recruitment channels, promotion mechanism, training system, salary assessment, and career development, through a systematic and targeted combination Measures, formulate the main measures to reduce the brain drain of key positions, form a relatively complete solution for the brain drain of key positions of P Insurance Company Henan Branch, realize the "selection, use, training and retention" of talents in key positions, and create a team that can be used for the company. Continuous echelon of cadres. And take the plan as the core, formulate safeguard measures from the three aspects of system, organization, and culture to ensure the smooth 河南财经政法大学硕士学位论文 III implementation of the plan. So as to solve the problem of brain drain in key positions faced by P Insurance Company Henan Branch, to help the company to more fully cope with the increasingly fierce market competition environment and enhance the company's overall competitiveness. Keywords: Talents In Key Positions; Brain Drain; Solutions 河南财经政法大学硕士学位论文 IV 目 录 摘要 .............................................................................................................................. I ABSTRACT ................................................................................................................... II 目 录 ........................................................................................................................... IV 1 绪论 ........................................................................................................................... 1 1.1 选题背景 ............................................................................................................... 1 1.2 研究目的与意义 ................................................................................................... 1 1.2.1 研究目的 ............................................................................................................ 1 1.2.2 研究意义 ............................................................................................................ 2 1.3 相关文献综述 ....................................................................................................... 2 1.3.1 国外研究现状 .................................................................................................... 2 1.3.2 国内研究现状 .................................................................................................... 3 1.3.3 文献述评 ............................................................................................................ 4 1.4 研究思路与方法 ................................................................................................... 4 1.4.1 研究思路 ............................................................................................................ 4 1.4.2 研究方法 ............................................................................................................ 5 2 人才流失相关概念与理论基础 ............................................................................... 6 2.1 人才的概念 ........................................................................................................... 6 2.2 人才的流动与流失 ............................................................................................... 6 2.2.1 人才流动 ............................................................................................................ 6 2.2.2 人才流失 ............................................................................................................ 7 2.3 相关理论 ............................................................................................................... 8 2.3.1 公平理论 ............................................................................................................ 8 2.3.2 期望理论 ............................................................................................................ 9 2.3.3 库克曲线 ............................................................................................................ 9 3 P保险公司关键岗位人才流失现状及问题分析 ................................................. 11 3.1 公司概况 ............................................................................................................. 11 3.1.1 公司简介 .......................................................................................................... 11 3.1.2 公司组织架构 .................................................................................................. 11 河南财经政法大学硕士学位论文 V 3.1.3 公司员工现状 .................................................................................................. 15 3.1.4 公司关键岗位人才现状 .................................................................................. 16 3.2 关键岗位人才流失的现状 ................................................................................. 21 3.2.1 近三年关键岗位人才的离职率 ...................................................................... 21 3.2.2 近三年关键岗