現行實務上大部份盛行之人事保證制度乃依據民法保證相關規定實施、且受制於最長保證時效三年之限制無法有效轉嫁企業經營之人事風險。更何況現行實務界之人事保證人已難尋覓或徵信或期滿重新簽署之煩雜手續作業程序、且員工因惡意欺騙、不法行為或執行職務等所造成企業之損失金額、往往超出保證人所能承擔的損害、進而造成公司或企業巨幅損失之風險。此類似事件層出不窮造成企業經營之損害賠償機會相當多，也因此造成企業經營風險之波動過大，企業有必要尋找保險之保障予以轉嫁。此結合保險與保證之人事保證保險、將成為保險業新興熱門商品及企業追求穩定成長不可或缺之風險轉嫁。本文主要目的是說明：為了解相關制度之內容及保障之不足，同時與現行仍存在之人事保證及員工誠實保證保險做一比較，使了解傳統實務上盛行之人事保證制度及員工誠實保證保險已無法滿足企業人事經營風險之需求，企業人事經營風險往往超過企業經營所能承受，而此風險若無相關保險可以轉嫁、亦可能隨時衝擊企業永續經營的根基。因此為避免企業造成相當大的人事經營之風險缺口、擬以富邦產物新推出之人事保證保險說明論述之並用顧客認知度問卷透過各企業員工對人事保證及人事保證保險的問卷統計分析，分別就企業的員工對企業要求員工尋覓保證人的困難，對人事保證保險的期待及希望以人事保證保險取代人事保證的共識等認知作為分析內容。 In the present practice, the Personnel Guarantee System follows the regulations implemented by the civil law and is only effective within three years. Upon expiration, no risk will be covered by the enterprise. Situations in the present practical realm cause difficulties in searching for credible guarantors to carry out renewing procedures. In addition, due to the employees’ dishonesty and illegal acts, the enterprise suffers huge financial loss. The loss frequently exceeds the guarantors’ limit. As a result, it causes substantial risks to the enterprise. Because similar incidents emerge subsequently, the enterprise is responsible for granting excess damage compensations. Due to the unstable fluctuations of the operational risk, the enterprise will have to seek insurance security. This Union Insurance and Personnel Guarantee Insurance program will become a popular commodity. Additionally, these programs will be beneficial for the enterprise in pursuing stable growth in the insurance industry. The main purposes of this article is the following: to investigate the content and the insufficient safeguard of related regulation while comparing the Fidelity Bonding Insurance and Personnel Guarantor programs; to understand how traditional practice of the Fidelity Bonding Insurance and Personnel Guarantee Insurance is unable to fulfill the needs of the enterprise in managing risk; to comprehend the operational risk and the long-lasting damage it could cause if not properly managed. Therefore, to avoid the risk in human affairs management, Fubon Insurance newly promotes the explanation of Employee Performance Bond Insurance. The customer cognition questionnaire introduced is taken by staff from various enterprises and is statistically analyzed. The questionnaire focuses on the difficulty in searching for guarantors, the expectations for Employee Performance Bond Insurance, and the substitution of Personnel Guarantee Insurance with Employee Performance Bond.