銀行保險目前在台灣已呈現競爭激烈的狀態,員工要面對的工作挑戰更甚以往,早期的教育訓練方式已無法適應大環境的變革,因此銀行保險必須祭出更深度的教育訓練。本研究以H銀行為研究對象,利用實際訪談方式取得初步資料,再配合文獻資料與業界實務經驗探討其教育訓練制度、與N保險公司教育訓練之差異,以及教育訓練實施與成效。 研究結果顯示:H銀行針對人才教育訓練每年提撥大筆預算,並設立專責部門-專案輔訓科規劃以教育訓練課程。與N保險公司之教育訓練差異,發現在課程報名與授課方式、商品政策與屬性、開拓客源、以及獎勵方面有顯著差異;員工透過教育訓練後滿意度提高及證照合格率逐年提升。本研究給予管理實務之建議為銀行保險可參考傳統保險公司之教育訓練成效獲得更完整教育訓練制度。透過課程設計者、課程執行者、課程受訓者不同對象整合與運用相關教育訓練制度。
The competitions of the Bancassurance are very hard in Taiwan these years. The bankers face more challenges than before in the insurance business when they tried to sell the insurance. The earlier sales education trainings in the bank are not suitable any more, so they have to develop a hole new sales education training system. This research regards H commercial bank as the research objective. Explore the education training system to use actual interviews, industry experience, and relevant documentations, the differences in the training programs between N insurance company. The results of study are: 1.The H commercial bank had created a great budget on the sales training system for their employees. And they set up a special department for researching developing the training programs. 2.The differences in the training programs between N insurance and H commercial bank are found that sign up programs, teaching methods, products policy and type, develop customer and award have outstanding difference. 3.After education training, bankers have high satisfaction and improve licenses the qualified rate. In this study, give a advice of management practices, Bancassurance can refer traditional insurance companies to get a more complete education training system. To integration and application education training system through the curriculum designers, curriculum implementers, curriculum trainee.