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    Please use this identifier to cite or link to this item: http://tkuir.lib.tku.edu.tw:8080/dspace/handle/987654321/105212

    Title: 壽險業教育訓練與發展組織相關性之研究
    Other Titles: A research of the relationship between employee training and developing organazation in life insurance industry
    Authors: 高秀葉;Kao, Shiou-Yeh
    Contributors: 淡江大學保險學系保險經營碩士在職專班
    郝充仁;Hao, Chung-Jen
    Keywords: 業務員;教育訓練;發展組織;salesperson;educational training programs;Organizational Development
    Date: 2015
    Issue Date: 2016-01-22 14:50:28 (UTC+8)
    Abstract: 近年國民財富呈現M型化結構發展,新生活價值觀及電子商務消費風潮,影響單身化、少子化、高齡化的人口結構型態。壽險業銷售人力出現高齡退休、新進業務員效能低的高脫退率、低定著率等嚴重斷層問題,金控實施多元誇售行銷,業績主要來源以銀行通路及傳統業務員通路為主。本研究範圍,僅就傳統業務員通路探索。研究構面:1.增員新人流程2.新人銜接培育3.業務員分級教育4.業務主管職能教育等。研究訪談問題歸納為認知策略規劃、訓練內容執行面、市場實際作業、未來願景等方向為主進行研究分析,探討以下研究目的:
    With the M-shape development of welfare, the belief of new life and the trend of consuming on electronic commerce cause a new demographic structure—an increasing number of single people, less children, and older people. For insurance industry, there are some problems in sales force, including retirement of older salespersons and bad performance of new salespersons. Thus, this thesis focuses on how to design training programs of salespersons, and the research topics include recruitment and training new salespersons and on-job education of salespersons and supervisors. Research objectives are as follows.

    1. How to recruit qualified new salespersons in order to strengthen the development of sales department.
    2. How to design training programs of new salespersons in orderto keep salesperson staying in the organization.
    3. How to design on-job training programs for salespersons in order to increase sales performance.
    4. How to design on-job training programs for supervisors in order to promoting supervisors’ leadership ability.

    A qualitative method was adopted in this thesis. Depth interviews were conducted to interview several supervisors in four insurance companies (including a local company, a foreign company, and a company with local and foreign stockholders). Several critical results are as follows.
    1. Recruiting qualified new salesperson is the most important basis to develop sales department.
    2. A good reward system as well as a good promotion system are important factors to keep salesperson staying in the organization.
    3. Teamwork sales and frequent communications with customers are the most effective way to train sales ability.
    4. A creative training program is an effective way to develop salespersons’ ability.
    Appears in Collections:[保險學系暨研究所] 學位論文

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