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摘要1992年美国友邦保险公司在进入上海市场之初，为了迅速打开市场局面引进了全新的寿险个险销售模式。保险代理人不但将保险的观念带进了千家万户，而且迅速改变了国内寿险业务发展的格局，带动了中国寿险业超常规发展。随着人们生活水平的提高，人们的保险意识不断提高，我国寿险业务不断发展。个人保险代理人制度是寿险业务的主要开展方式，寿险公司的发展在很大程度上取决于其寿险代理人机制的优质发展。个人寿险代理人激励机制能否顺利转型是寿险能否健康发展的关键，对我国寿险个人代理人激励机制进行研究，有非常重大的意义。现阶段，寿险代理人已经暴露出很多问题：个人代理人流失率高，缺乏归属感，严重影响寿险行业的整体信誉。本文将会以中国人寿广州分公司为例，介绍其个人代理人现行的激励措施，目前存在的主要问题，并通过对美、日发达国家的代理人制度的借鉴，结合马斯洛需求层次理论，提出现阶段对个人代理人制度激励机制改革的相关想法。45648
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毕业论文关键词：寿险； 个人代理人； 马斯洛需求层次理论； 对策
Abstract
American international assurance company in 1992 to enter the Shanghai market in the beginning, in order to quickly open the market situation to the introduction of new life insurance sales model. Insurance agent not only brought the idea of insurance entered into homes, and quickly changed the pattern of the life insurance business development in China, and led to China's life insurance extraordinary development. With the improvement of people's living standard, people's insurance consciousness unceasing enhancement, our country in the development of life insurance business. Personal insurance agent system is mainly to carry out the way of life insurance business, the development of life insurance companies depends largely on his life insurance agent mechanism of quality development. Personal life insurance agent incentive mechanism can smooth transition is the key to the healthy development of the life insurance can, study of life insurance inpidual agent incentive mechanism in our country, have very important meaning. At present, life insurance agent has exposed many problems: personal agent turnover rate is high, the lack of a sense of belonging, seriously affect the life insurance industry's reputation as a whole. This paper will be in guangzhou branch of China life, for example, introduces his personal representative current incentives, the existing main problems, and through to the United States and Japan agent system of draw lessons from developed countries, combined with maslow's hierarchy of needs, proposed the present stage for the inpidual agent system incentive mechanism reform of related ideas.
Key words： Life insurance；inpidual agent；Maroussi hierarchy of needs theory；countermeasures
目 录
摘 要Ⅰ
AbstractⅡ
一、中国人寿保险公司现行的激励机制1
（一）收入激励现状1
（二）晋升体系现状2
（三）培训与开发激励现状3
（四）实行每天早会、夕会激励制3
二、现行激励机制下存在的主要问题4
（一）代理人的收入不稳定 4
（二）代理人是保险公司中的弱势群体5
（三）现行的培训机制很难提高代理人的综合素质5
三、国外先进的代理人激励机制6
（一）日本的营销员制度6
（二）美国的代理人制度6
四、个人寿险代理人激励机制的分析与对策7
（一）改变现有的薪酬体系8
（二）逐渐向员工制改革8
（三）加强教育培训投入，加大教育力度9
（四）建立有归属感的企业文化9
参考文献11
致 谢12