| With the constant adjustment and change of the economy,the market expansion,manpower development and compliance management of the insurance industry have ushered in great changes,showing a changing trend.In this context,the insurance industry is facing unprecedented opportunities and challenges,and the comprehensive quality of insurance employees determines the future direction of the company to a large extent,especially the level of supervisors.As the vanguard of the company,they shoulder the responsibility of constantly developing themselves and the team to achieve the completion of organizational tasks,and they are the backbone force.In the process of enterprise change and growth plays an irreplaceable role.Therefore,improving the competence of supervisors has gradually become a magic weapon for every insurance company to create more efficiency.In order to achieve this goal,the supervisor to do a good job of efficient scientific,targeted training is the foundation.As an enterprise with a large scale and solid training foundation in the industry,P Life has made remarkable achievements in team management construction,business development and development,and is in a leading position.As a benchmark of the company,S Branch ranks among the best in terms of performance.However,many problems have appeared in the wave of reform in recent years.In addition,compared with other financial industries,the overall skills of insurance executives are weak and their learning ability is not strong.If they do not make timely training and optimization,the improvement of their market competitiveness will be further restricted.This paper adopts the idea of "discover the problem--analyze the problem--solve the problem with the help of the model".By inviting supervisors to participate in the questionnaire survey,this paper systematically analyzes the problems existing in the training of the company’s supervisors,summarizes and analyzes the results,and finds the four most prominent ones: the lack of planning in the training,the outdated content of the training course,the mismatch between teachers and students,and the evaluation of the training effect.At the same time,in order to better adjust and improve the excavated problems,the competency model is introduced to help effectively solve the current situation.Firstly,competency factors were extracted.In this paper,15 competency factors were gradually refined step by step by using common methods such as behavioral event interview,questionnaire survey and expert evaluation.Secondly,the new iceberg model and onion model are combined to divide the extracted competency factors into five categories to complete the construction of the competency model.Finally,training optimization is made on the basis of competency model: optimization of training planning,update of training content,promotion of teachers and optimization of effect evaluation.Thus,the training of P Life S branch supervisor is more practical,scientific and systematic,so as to meet the dual needs of enterprise strategic development and employee career development,so as to enhance the core competitiveness of the enterprise. |
