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论文编号：	15860
作者编号：	2320233784
上传时间：	2025/12/11 12:45:05
中文题目：	R寿险T分公司个险代理人培训体系问题与优化研究
英文题目：	Research on the Problems and Optimization of the Training System for Individual Insurance Agents at the T Branch of R Life Insurance Company Limited
指导老师：	袁庆宏
中文关键字：	人寿保险公司；个险销售渠道；保险代理人；能力建设；培训体系
英文关键字：	Life Insurance Company；Individual Insurance Sales Channel；Insurance Agent；Capability Building；Training System
中文摘要：	保险业作为中国特色现代金融体系的重要组成部分，在保障国计民生、促进经济社会发展方面发挥着重要作用，伴随着国内外经济环境的变化、监管政策趋严以及科技的快速创新与发展，保险行业正在经历深刻的变革，只有持续推动中国保险业高质量发展才能更好的发挥保险业经济减震器和社会稳定器的功能，推动中国金融强国建设，助力中国式现代化建设。个险代理人作为寿险公司核心销售渠道的关键人才，其专业能力与服务质量直接关系到公司的市场竞争力和可持续发展能力。近年来，在政策监管加强、经济环境变化、社会结构转型和技术迭代加速等多重因素影响下，个险代理人队伍面临专业化、职业化转型的迫切需求。所以，通过科学系统的培训，聚焦个险代理人能力建设，提升个险代理人的销售能力、专业能力与长期服务客户的能力，进而增加个险代理人的职业归属感，成为行业人力资源研究的重要课题。 本文以R寿险T分公司为案例分析对象，以承担公司整体近50%业务体量、仅依靠佣金获取收入、非合同制身份的个险代理人群体为研究对象，运用文献研究法、问卷调查法和访谈法，结合代理理论、学习理论、培训转化理论等理论基础。首先，从培训组织管理、课程体系、师资队伍、培训流程等维度系统分析个险代理人培训体系的现状与存在问题，通过研究发现当前培训体系主要存在大锅饭式培训导致资源浪费和培训效果衰减、粗放式组织与授课经验匮乏影响学员参与积极性、打鸡血式的分享课程让学员难以复制实操、缺乏实战经验的导师授课内容与实际工作脱节的问题。其次，从分层分类分群培训、优化培训细节与营造授课氛围、基于大数据建模萃取培训课程、完善导师培养模式四个方面提出优化方案。最后，从企业文化、领导组织与制度、资源与技术、内外风险管控四个维度提出保障措施，以构建科学、高效、可持续的个险代理人培训体系。 本研究旨在为R寿险T分公司提升个险代理人专业素养与长期服务能力，推动公司高质量发展提供理论支持和实践参考，同时也为同类型寿险公司优化培训体系提供借鉴。
英文摘要：	As a vital component of the modern financial system with Chinese characteristics, the insurance industry plays a pivotal role in safeguarding national welfare and people's livelihoods, as well as in advancing economic and social development. Against the backdrop of evolving domestic and international economic environments, tightening regulatory policies, and the rapid innovation and development of technology, the insurance industry is undergoing profound transformation. Only by continuously promoting the high-quality development of China's insurance industry can it better fulfill its functions as an "economic shock absorber" and "social stabilizer," drive the construction of a financially powerful China, and contribute to the advancement of Chinese modernization. Individual insurance agents, as key talents in the core sales channels of life insurance companies, have their professional capabilities and service quality directly linked to the companies' market competitiveness and sustainable development capacity. In recent years, under the combined influence of factors such as strengthened policy supervision, changes in the economic environment, social structure transformation, and accelerated technological iteration, the team of individual insurance agents is confronted with an urgent need for professionalization and occupational transformation. Therefore, conducting scientific and systematic training, focusing on the capacity building of individual insurance agents, and enhancing their sales capabilities, professional competence, and long-term customer service capabilities-hereby increasing their sense of occupational belonging—has become a critical topic in the research on human resources within the industry. This thesis takes Branch T of Life Insurance Company R (hereafter referred to as "Branch T") as the case study object, focusing on the group of individual insurance agents in the company who account for nearly 50% of its total business volume, rely solely on commissions for income, and hold non-contractual positions. By employing methods such as literature review, questionnaire survey and interview, and drawing on theoretical foundations including agency theory, learning theory and training transfer theory. First, systematically analyze the current situation and existing problems of the individual insurance agent training system from dimensions such as training organization and management, curriculum system, teaching staff, and training processes. The research findings indicate that the current training system mainly suffers from the following issues: resource waste and diminished training effectiveness caused by "one-size-fits-all" training; reduced participant enthusiasm resulting from extensive organizational management and insufficient teaching experience of instructors; difficulty for trainees in replicating practical skills due to "motivational-style" sharing courses that lack actionable content; and a disconnection between teaching content and practical work as instructors often lack hands-on frontline experience. Second, propose optimization solutions from four aspects: implementing stratified, classified, and group-specific training; optimizing training details and creating an engaging teaching atmosphere; developing courses through big data modeling and best practice extraction; and improving the mentor development model. Finally, put forward safeguard measures from four dimensions: corporate culture, leadership organization and systems, resources and technology, and internal and external risk management and control. The aim is to construct a scientific, efficient, and sustainable training system for individual insurance agents. The purpose of this research is to provide theoretical support and practical references for Branch T to improve the professional literacy and long-term service capabilities of its individual insurance agents and promote the company's high-quality development. Meanwhile, it also aims to offer insights for similar life insurance companies in optimizing their own training systems.
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