The Recruitment and Selection of Life Insurance Employees

招募管道與遴選方法對工作績效影響之研究－以壽險業為實證研究

許琬娸(Wan-Chi Hsu)

招募管道 ； 遴選方法 ； 工作績效 ； Recruitment Channel ； Selection Means ； Job Performance

文大商管學報

18卷1期（2013 / 03 / 01）

49 - 75

英文

保險業在其拓展市場的策略中，擴大組織是其推展業務的不二法門，亦即利用業務員的人際關係做為推銷工作的基礎。在此情況下，新進人員的選擇就變得非常的重要；因為採用不適當的人選，將會對組織產生更大的影響。所以要如何選擇適當的人才成為值得研究的議題。因此本研究以招募管道、遴選方法與工作績效等相關議題為主要考量，用此歸納出高績效的壽險從業人員是由何招募管道產生較為理想及其是否引用相關的測試以篩選適用的員工，藉此提升組織之整體績效。研究結果發現招募管道來源主要是員工推薦、親友介紹、與網路銀行為最大宗，經由親友介紹的員工其績效高於透過網路銀行招募的員工。生理測驗不適用於壽險人員的遴選；透過道德測驗的遴選其員工績效無顯著差異。員工績效的衡量在初期階段應採取非量化的工具，量化方式（如保費收入）在初期與員工的遴選方式無顯著相關。

An organization needs to try its best to improve the effectiveness ability of employees so as to improve the organizational profitability, and thus to achieve its operational goals. A thoughtful selection operation helps the organization to recruit outstanding applicants being entry employees, who do help to produce better effectiveness afterwards. The recruitment and selection jobs are highly important for insurance industry. How to select the best right person producing outstanding effectiveness after, during the recruitment operation, is a tough challenge for the organization. Intending to verify the influence of the financial tsunami upon the employment of insurance salespersons, following this stream, the primary issues of this study include recruitment channel, selection means, and job performance, intending to induce both recruitment channels and selection means of those employees who achieve leading job performance. According to findings of this study, we conclude those major recruitment channels are the recommendation of colleagues, the introduction of their own relatives, and the application through internet human resource banking. And, employees recruited by the introduction of their own relatives perform better than those by the application through internet human resource banking, in terms of job performance. About selection means, physical selection means is inapplicable for employees of this specific industry, employees passing moral selection means do not significantly produce better effectiveness than those who not. Furthermore, the employment of non-quantitative instrument to evaluate work effectiveness of those entry employees is strongly recommended because their job performance correlates insignificantly with those beginning employees selected through quantitative means, insurance premiums for instance.

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