- 學位論文
保險公司外勤從業人員忠誠度培養及提升策略之研究-以A保險公司高屏地區為例
The Research of Loyalty Cultivation and Strategy Promotion of Field Employees of an insurance company Take A insurance company in Kaohsiung-Pingtung Area as an example
摘要
員工是企業重要的資源，因此企業訂定人力資源發展策略就是希望藉由選才，進而運用教育訓練與培養達到成功留才的效果。但是壽險業外勤業務人員因為沒有底薪，常常在花費培訓4-6個月的時間後便流失，所以如何透過培養及提升策略提高人員的忠誠度及定著率就成為壽險業重要的課題之一，這也是本研究主要的動機所在。 本研究主要目的在探討保險公司外勤從業人員對於公司忠誠度的認同度看法，以及員工忠誠度培養及提升策略認知的研究。本研究採用問卷調查方式，以分層隨機叢集抽樣方法，針對A保險公司高屏地區27個通訊處所有業務人員，依照外勤員工人數占率進行抽樣取得有效問卷120份，有效回收率100%。另外採用S P S S 統計軟體，以敘述性統計分析、信度與效度分析、獨立t檢定分析及變異數檢定進行資料之統計分析。 本研究結果發現：外勤從業人員對公司忠誠度的認同度看法的總平均值為4.31，顯示員工對公司忠誠度的認同度程度高；對忠誠度培養及提升策略認知的總平均值為4.35，顯示員工對忠誠度培養及提升策略的認知程度是高的。外勤從業人員個人社經背景變項在員工忠誠度與員工忠誠度提升策略認知上，在年齡、婚姻、教育程度、平均月收入及職位不同之外勤從業人員在員工忠誠度的認同度看法上有顯著差異。另外，在員工忠誠度提升策略認知上，教育程度在員工忠誠度的提升策略認知上有顯著差異。 針對上述研究分析結果對A壽險公司提出：選才要以忠誠度為導向選聘員工；在留才上，公司應該對員工的需求加以瞭解。
並列摘要
Employees have always been one of the most important resources for enterprises, Therefore, the companies make human resource policies of recruiting and developing, in order to successfully retain qualified employees. However,in insurance industry, the base salary is usually not a part of the compensation plan for field sales, As the result, many of them quit the company right after they finish the four-to-six months new hired trainin, Therefore, to improve the field sales retention ratio through development and training strategy has become an important subject for insurance industry, and this is also my research motive. The main purpose of this research is to analyze the view point of insurance field sales on employee loyalty, and the recognition of employee loyalty development and improvement strategy. The Hierarchical random cluster sampling method is used for data collection, Based on field sales to back office employee ratio, 120 valid questionnaires were collected from 27 branches in Kaoshung and Pintung area of “A” insurance company and the questionnaire recovery rate is 100%. The software S.P.S.S was selected for conducting Narrative statistical analysis, Reliability and Validity Analysis, Independent t-test analysis, and Variance test analysis in this project. The result shows: The field sales scores 4.31 points on recognition of employee loyalty in average,which indicates the field sales has high level of agreement to the concept of employee loyalty; and scores 4.35 points on recognition of employee loyalty development and improvement strategy in average, which also shows high level of agreement toward the concept of employee loyalty development and improvement strategy. Base on individual field sales social background variables on gender, age, marital status, education, average monthly income, job position, the individual field sales has significant difference in recognition of employee loyalty. Also,the individual field sales has distinct view point on recognition of employee loyalty development and improvement strategy by education. Base on above stated analysis result, related suggestions for A insurance company are submitted as follows：Recruitment employee loyalty oriented.In Retention, The company should make an effort to understand the needs of individual employee.