摘 要 隨著國人財富管理需求逐漸浮現,國內銀行對於財富管理的市場競爭進入百家爭鳴階段,為了增加手續費收入,提昇業務績效,各家銀行均召募許多理財專員,期望以相互競爭的局面,替公司謀求最大的利益。基於此因,本文希望銀行的主管階層能夠就「理財專員績效評估之探討」進行了解,以便減少理專人員因過度競爭所產生的流動率過高的情形。本研究以問卷方式,共發派270份問卷,回收119份,利用廻歸分析與多變量變異數分析方法作分析。實證結果顯示,手續費基本門檻、新客戶增加數以及提高激勵獎金皆與手續費收入呈正相關。教育程度則對平均領取獎金額有相關,但解釋程度並不高。由此可歸納出手續費基本門檻、增加新客戶數、提高激勵獎金等三項因素,對理財專員績效均有影響。本研究實證結果可以提供銀行理財部門在擬定績效考核辦法時作參考依據。
Abstract Following Taiwan compatiriots,increasing demand for wealth management,domestic banks are facing a keep competition wealth manage market.In order to raise earnings from mandling fees and to increase efficiency of business performance,many banks hire a large number of financial counselors.For this reason,the study tries to build up a scheme of wealth management performance appraisal .The research sent out 270 guestionnaires to bank’s wealth counselors and retrieved 119.Then,regression analysis and multivariate analysis were used to obtain the results.From the empirical results we have found that level of transfor fees ,number of customer’s amount promotion bonus are positively related to efficiency.Level of education is also related to average bonus,but with small amount.To summarize, transfor fees,numbers of customer’s amount and bonus are three major factors to influence a financial counselor’s performance.The results can help wealth management performance appraisal for future use.