建議

本節根據研究結果，針對財產保險業外派人員的增能，提供財產保 險業者參考建議，並且依結果對和續相關領域的研究提出建議。

一、 對管理實務的建議

(一) 善用已建立 33 項應備職能

根據本研究建立之 33 項應備職能，善用並連結人才管理機制，可 依此職能模式先知人而善用之，除用於新任外派人員遴選方面外，應結 合內部輪調、升遷及考核機制，客觀評核並了解人員現況所需，進一步 協助關懷，藉此亦能達到留才之成效，降低組織因人才流失所造成的營 運成本。

(二) 加強遴選招募具自信心職能人才

在未來財產保險業外派人員甄選任用方面可參考此職能重要程度 分析，將各層級職能與工作勝任要素中加以連結，設定選才機制及訂定 甄選方法，力求適才適所。

(三) 強化解決問題、會談協商及利益談判職能方面的培育，減少職 能缺口

本研究已找出財產保險業外派人員職能缺口，並為減少職能缺口，

可透過導師制度即主管或資深員工的教導，在工作中進行教學，從做中 學習，或是公司安排相關課程培訓以強化員工自身學習及技能，以達到 公司預期培育目標人才所需要的知識和技能，而企業協助把職能缺口補 足，鼓勵員工自我學習，將有助於員工和部門的績效提升。

二、 對後續研究的建議

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(一) 可針對不同職能程度人員檢證其績效高低

職能連結績效，未來可可針對不同職能程度人員檢證其績效高 低，用以檢驗本研究所建立職能之妥適性。

(二) 宜進一步採用 360 度回饋評估職能重要性和表現度

本研究僅進行自我評估問卷調查，由研究對象自我評估，建議 未來可進一步使用 360 度回饋調查，使面向更多元、客觀。

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2. 年齡：_____________足歲

3. 最高學歷：□國中 □高中職 □專科 □大學 □碩士及以上

4. 在本公司服務年資：_____________年(不足一年部分請以一年計算)

5. 擔任海外職務年資：_____________年(不足一年部分請以一年計算)

6. 目前所在海外部門的員工數：_____________人

本問卷到此結束，再次感謝您的協助！

請再檢查各題項均已填妥後寄回。

在文檔中 財產保險業外派人員職能重要性與表現度分析 (頁 82-98)