| 摘要: | 壽險業是以人為本的行業，業務員則是壽險業創造營收的主要來源，業務員的優劣影響企業形象甚鉅，各公司無不長期投入大量的財務與人力資源，發展精實有效的訓練和培養專業熱忱的業務人員，進而協助其成就終身事業。因此，優秀的人才、健全的教育訓練和完善的制度等優勢是決定壽險公司能否永續經營的重要因素。
本研究探討不同被背景業務人員，接受教育訓練進入工作環境後與業務績效產值間之相關性分析，期望能提供壽險業在增員、訓練、輔導上有參考之依據。研究對象係以N 壽險公司北部地區菁英計畫人員為樣本，透過抽樣調查之方法，運用套裝軟體SPSS 進行基本統計分析之次數分配及均值分析如差異性分析之獨立樣本T檢定、單因子變異數分析、卡方檢定及相關性分析之迴歸分析、Pearson 積差相關分析，進而獲得本研究實證結果。
本研究實証：一、業務員背景與教育訓練成效無顯著影響：二、業務員背景與工作環境適應無顯著影響；三、業務員背景對業務績效表現有顯著影響；四、工作環境適應對教育訓練有顯著影響：；四、教育訓練與工作環境適應對業務績效亦有顯著影響。
本研究建議：一、優先招募人員特質：女性、26~30 歲、大學程度以上、有工作經驗、家中主要經濟來源者、願意長時間投入工作、獲得家人正面支持者具有較高的業務績效。二、教育訓練方面：(1)繼續施行菁英計畫(2)增加實務性與互動性高的課程。三、工作環境方面：(1)維持良好工作環境(2)強化資訊工具的運用能力。四、業務績效方面：培養良好工作習慣。
Life insurance industry is a human-oriented business. While salespeople are the main source to create revenue for life insurance management, their quality deeply affect corporate image. Each company assist salespeople to achieve lifelong career by investing amount of financial and human resources for a long time to develop effective training resources, and dedicating professionalism and enthusiasm. Therefore, a life insurance company with advantages of outstanding talent, sound education and training, perfect system could exactly decide its sustainability.
This study which expected to offer life insurance companies some references on recruiting, training, and coaching is to explore and analyze the relevance among salespeople’s background, entering into working environment after education and training, value of business performance. The sample of subjects regards to the elite planners of northern region in N life insurance company through sample survey methods, using software package SPSS for frequency distribution and mean value analysis of basic statistical analysis such as independent sample T test of difference analysis and variance analysis of single factor , Carlos side assay; Correlation analysis of the regression analysis, Pearson relevance analysis to obtain the results of this study.
This study actually prove: First, salespeople''s background and the effect of education and training are not apparently influenced. Second, salespeople''s background and working
environmental adaptation are not apparently influenced; Third, salespeople''s background and business performance are apparently influenced; Fourth, working environmental adaption is apparently influenced with education and training: ; Fourth, education and training, working
environmental adaption are apparently influenced with business performance.
This study proposed：First, recruiting salespeople have characteristics below：Women, 26~30 years old, educational background of university or above, work experience, main source of income in the family, willing to devote oneself to work for a long time, and supporting by their family will
have higher performance. Second, education and training: (1) Continue implementing elites plan (2) Increase highly practical and interactive course. Third, working environment: (1) Maintain high-quality working environment (2) Strengthen the application ability of the information tools.Fourth, business performance: Train the good working habit. |
