摘要
改革彡r放以来,我w财产保险市场发展迅猛,成为w民经济中发展最快的行
业之-。近年来,外资保险巨头纷纷抢滩中《市场,保险市场的竞争进一步加剧,
我w内资保险公司而临着严峻的挑战。YC公司足一家w冇股份制财产保险公司,
fl 2004年成立以来,依靠强大的股东背景和准确的市场定位,在市场中保持快速
的发展,保费规模和市场占冇率不断扩大,取得了 a好的经营业绩。人力资源是
企业最高贵的资源,人冰队伍的好坏,决定着企业能否长期可持续的发展。YC公
司在发展过程中却恰恰忽略了这点,人力资源管理理念落后,管理体制僵化,
公司在人力管理管理中显现出种种弊病,同时作为企业中流砥柱的中层管理队伍
也出现了不适应公司发展的问题,已经严重影响到了公司的发展。公司迫切需要
改变fi前现状,通过优化人力资源管理体系来解决卩I甜遇到的管理问题。

近年来,胜任素质理论及其模型体系的提出为企业人力资源管理提供了全新
的视角。胜任素质模型足将人力资源战略和俎织战略紧密结合的一个重要工具。

胜任素质模型可以广泛的应用于企业的人力资源管理系统中。本文以YC公司中层
管理人员为研究对象,综合运用文献分析、行为事件访谈、问卷调查和数理统计
等研究方法,探索并构建了中层管理人员胜任素质模型。得到了 IH直诚信、分析
4概念性忠维、成就欲望、培养下属、人际理解力、风险管控、沟通协调、客户
汙向、抗仄能力、团队建设与领导等10项胜任素质项目。同时,本文对中层管理
人员胜任素质模增在人冰招聘与选拔、员工培养、绩效管理和职业生涯规划等人
力资源竹理活动1卜的应州进彳r 了方案设计。

研究的意义在于:卞常W内胜任素质模型的研究,为保险行业胜任素质模型
的构建提供借鉴;冇助于解决YC公W]人力资源管理屮的问题;打助于增强YC公司
符理者的11;理能力。

本文存在的不足:本研究仅处以家企业为例,样本的代表性有限,该研究
结论在保险行业其他七体的适刖件奋待检验;本研究中所采用的行为事件访谈法,
对于访谈者的能力、水平要求较高,山于访谈内荇的深度钉限,叮能会影响到研
究结果的准确性;本研究得出的足个相对比较粗略的胜任素质模型,模型中没
打体现各胜任素质之间的关系和甸个胜仟桌质的权甫,另外胜任素质也未能按照
枰度进彳r分级。

ABSTRACT
Since the reform and opening up, China&39;s property insurance market is developing
rapidly, has become the national economy one of the fastest growing industries. In
recent years, foreign insurance companies have entered the Chinese market, Insurance
market competition further intensified; Domestic insurance companies are facing a
severe challenge. YC company is a national joint-stock property insurance company,
since its establishment in 2004, rely on the strong shareholder background and accurate
market positioning, maintained a rapid development in the market, the premium scale
and market share expansion, achieved good operating results. Human resource is the
most noble of the resources, personnel quality, determine whether the enterprise
long-term, sustainable development. YC company in the development process have
neglected this point, human resources management concepts backward, rigid
management system, the company shows various defects in human resource
management in enterprise management, at the same time as the mainstay of the
middle-level management team have also appeared not to adapt to the development of
the company ’s problems, has seriously hindered the development of the company. We
urgently need to change the present situation, to solve the management problems at
present through the optimization of human resources management system,promote the
development and progress of the company.
In recent years, the system of quality and competence model theory provides a new
perspective for the enterprise human resources management. Competency model is an
important tool to combine the human resources strategy and organization strategy, the
human resources management system, competency model can be used in the enterprise&39;s.
The middle-level managers of YC company as the research object, research methods of
literature, behavior event interview, questionnaire and mathematical statistics, explore
and construct the competency model of middle-level managers, the integrity, analytical
and conceptual thinking, achievement desire, training skills, interpersonal understanding,
risk control, communication and coordination, customer oriented, compressive ability,
team building and leadership competency items 10. At the same time, the middle
management competency model in recruitment and selection, training, performance
management and employee occupation career planning and the application of human
resource management activities in the scheme design.
In theoretical research: enrich the domestic research on competency model,
competence and provide reference for the insurance industry to build the competency
model; practical significance lies in, contribute to the solution of YC company&39;s human
resource management problems, contribute to the enhancement of YC company
management ability.
The shortcomings of this paper includes: one is the research is only to an enterprise
as an example, the representativeness of the sample is limited, the conclusion of、the
study to test applicability in insurance industry of other subjects; two is applied in the
research of behavior event interview, the interviewer ’s ability level, higher requirements,
and participants in such as time constraints, the limited depth interviews, may aficct the
accuracy of the results; three is that this study is a comparative competency model is
rough, the model does not reflect the competency and the relationship between the
weight of each competency, the competency not according to grade level.
Keywords: YC company; middle managers; competency model