《案例》：A公司—个人寿险业务人员人格特质研究

发布时间：2018-05-03 23:40

本文选题：大五人格 + 个人寿险业务人员　；参考：《暨南大学》2016年硕士论文

【摘要】：伴随中国保险市场对外开放的推进,行业竞争空前激烈。同时,伴随全行业保费规模的快速增长,保险从业人员流失问题也日趋严重,成为每个保险企业亟待改善的问题。各个保险公司虽然在人员甄选环节各有千秋,A公司在这方面也层层把关,包含面试、甄选系统测验、决定性面谈三个关键环节,但是始终却未能从根源寻找到解决问题的方法。本研究以A公司个人寿险业务人员为研究对象,通过文献研究、访谈调研、问卷调查等研究方法,对A公司业绩优秀个人寿险业务人员的人格特质进行研究,试图发现其内在的规律,以便作为A公司未来人员甄选方案设计和改进的参考依据。本研究通过对A公司人力资源部门和业务部门的深度访谈和调研,其中包括20名优秀个人寿险业务人员的关键事件访谈,以及425名个人寿险业务人员的大五人格问卷调查,并通过统计分析,得出本次研究结论:1)A公司个人寿险业务人员,在整体上,呈现出神经质水平较低,外倾性、开放性、宜人性和尽责性水平较高的特征;2)A公司优秀个人寿险业务人员和普通个人寿险业务人员,在大五人格五个维度上均呈现出显着差异,在神经质维度上,前者有较低的表现水平,在外倾性、开放性、宜人性、尽责性四个维度上,前者有较高的表现水平;3)A公司优秀个人寿险业务人员,除过性别在外倾性和尽责性两个维度上有显着差异外,年龄、学历和职级在大五人格各维度上均未呈现出显着差异。最后,结合本研究结论,对A公司个人寿险业务人员甄选的具体流程提出改善建议和实施策略。具体需结合行业环境和企业特点,对个人寿险业务人员的工作进行结构化分析,整理出适合该工作岗位的能力特征和人格要求清单,最终形成岗位素质模型,作为人员甄选的标准和依据,以提高A公司个人寿险业务人员甄选的效度。
[Abstract]:Along with China's insurance market opening to the outside world, industry competition is unprecedented fierce. At the same time, with the rapid growth of insurance premium scale, the loss of insurance employees is becoming more and more serious, which becomes an urgent problem for every insurance company to improve. Although every insurance company has its own strong points in personnel selection, including interview, selection system test and decisive interview, the company has failed to find a solution to the problem from the root. This research takes A company individual life insurance business personnel as the research object, through the literature research, the interview investigation, the questionnaire investigation and so on research method, carries on the research to the A company outstanding individual life insurance service personnel personality characteristic. This paper tries to find out its inherent law, so as to serve as the reference for the design and improvement of A company's future personnel selection scheme. Through the in-depth interview and research on the human resources department and business department of company A, this study includes 20 key event interviews of excellent personal life insurance personnel, and 425 large five personality questionnaires of personal life insurance personnel. And through statistical analysis, we can draw the conclusion of this study that the individual life insurance business personnel of the company, in the whole, show a low level of neuroticism, extroversion and openness. There are significant differences between excellent personal life insurance business personnel and ordinary personal life insurance personnel in five dimensions of personality in the five dimensions of personality and the lower performance level of the former in the neuroticism dimension. In the four dimensions of extroversion, openness, humanity, due diligence, the former has a higher level of performance than 3A company excellent personal life insurance business personnel, in addition to gender in extroversion and due diligence in the two dimensions of significant differences, age, There was no significant difference in education and rank in all dimensions of Big five personality. Finally, based on the conclusion of this study, the paper puts forward some suggestions and implementation strategies for the specific process of personal life insurance business selection in A Company. It is necessary to analyze the work of individual life insurance personnel in a structured way in combination with the industry environment and the characteristics of the enterprise, to sort out the list of ability characteristics and personality requirements suitable for the job, and finally to form a post quality model. As the criterion and basis of personnel selection, the validity of personal life insurance personnel selection in company A is improved.
【学位授予单位】：暨南大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.92;F842.3

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