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    Title: 壽險公司教育訓練與銷售績效分析
    Other Titles: Analysis the training performance of life insurance salesperson
    Authors: 周振新;Chou, Chen-shin
    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;李雅婷;Lee, Ya-ting
    Keywords: 壽險業;業務人員;績效;教育訓練;Life Insurance Industry;Sales agent;Performance;On Job Training
    Date: 2008
    Issue Date: 2010-01-11 02:05:06 (UTC+8)
    Abstract: 論文提要內容:
    台灣保險市場在發展上已步入成熟市場,經營環境亦較過去辛苦,人才培育相形重要,尤其是壽險產業的教育訓練與壽險新進業務人員的銷售績效關聯性是學術界與實務界皆非常關心的議題,然而過去的文獻往往都著重壽險教育訓練如何提升新進業務人員銷售績效,而忽略了教育訓練是否可區分為不同類型來加以探討,本研究重點著眼於結合「公司對教育訓練規劃」、「公司對教育訓練內容執行」、「單位主管對業務員培育認知」、「業務員個人輪廓背景」與「業務員進入壽險行業前之認知」等可能影響因素分析,探討對於其業務績效表現(平均每月承保業績、平均每月承保件數、年度總收入、職級責任額達成率及考績)的關聯性。
    本研究隨機抽取了C 人壽保險公司全國業務單位中,年資三月至五年以內之業務人員作為研究樣本,採用問卷調查方式蒐集相關研究資訊,總計有效問卷為312份,經相關分析等統計方法整理分析後,研究發現如下:
    一、員工對於教育訓練的滿意度、認同度愈高,對績效產生之成果評估方式並沒有明顯關係。
    二、教育訓練之內容對業務績效並無直接影響性。
    三、員工的主管重視培育及主管受過培育課程,對其後續之輔導及未來績效表現有正相關,其工作績效會愈高。
    四、員工的背景輪廓(含適用不同專案)會影響其工作績效。
    五、員工對於進入壽險行業前之認同程度愈高,其工作績效會愈高。
    Abstract
    Taiwan’s insurance industry have marched into mature market in developing, since the competition environment was more laborious. It’s important for people achievement. The connection between training of life insurance industry and selling performance of new recruits is an issue that care about very much by academic and practice fields. However, past literatures often focus on how to improve selling performance of new recruits by life insurance training, neglect if training can be research on different types.This dissertation focuses” the plans of company’s training”,”the execution content of company’s training”,”the supervisors, who focus on training ”,”the background of employees”,” employees identified with insurance industry before profession” with some performance indicators (such as FYP and FYC) are connection.
    We randomly selected sales branches to be the research samples and the employees with 3 months to 5 years servies period in C Life Insurance Co. There are 312 pieces effective questionnaires. This study is by questionaire and has the conclusion as follow,
    Firstly, the relationship is “Not” obvious between the satisfaction and recognition of training program and some performance indicators.
    Secondly, the relationship is “Not” obvious between the content of the training and some performance indicators.
    Thirdly, supervisors, who focus on training or are well trained, will have positive effect on following consulting and the further performance.
    Fourthly, the background of employees, including various recruitment packages, plays an obvious effect on their performance.
    Fiftyly, the more employees identified with insurance industry before profession, the better preference they’ll have.
    Appears in Collections:[保險學系暨研究所] 學位論文

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