The Study On The Competency Model Of Middle-Level Managers In China's Life Insurances

Competency research began in the early 1970's in U.S.A. People have been asking a question: what is it that differentiates excellent performers from average perfonners? If we know what these differentiators are and can measure them, they can be used to help hire better employees, appraise employees, and help them improve their performance. These differentiating characteristics have come to be called competencies. Most of researchers agree that competencies are enduring traits or characteristics that help determine job performance. This research employs questionnaire method to explore the job competency of middle-level managers in China's life insurances empirically and builds up a competency model of middle-level managers in China's life insurances including critical competencies, the definitions and behavioral performance.The self-constructed competency behavioral assessment questionnaire is employed to investigate the competency structure of the middle-level manager competency model in China's life insurances. Through investigating more than 200 workers in various enterprises, eight competencies are identified which are relationship coordination , team build and management, achievement-oriented , learning comprehension, tough and tensile, adaptability and adjustment, influence, ethics and morality. According to the results and findings, this paper lists the middle-level manager competencies for the reference to HR practitioners and researchers. Analyzing those population variables, we find that men pay more attention to achievement-oriented than women do; the senior pay more attention to tough and tensile while the middle-managers pay more attention to relationship coordination than others; business department wishes middle-level managers having high learning comprehension, tough & tensile and adaptability & adjustment.The results and findings in this research are helpful to middle-level managers management including selection, training and development, performance appraisal, compensation management and career development planning.