4.1.2关键行为访谈法.................................................................................30
4.1.3提取汇总............................................................................................32
4.2问卷编制与分析............................................................................................34
4.2.1问卷编制.............................................................................................34
4.2.2效度与信度检验.................................................................................34
4.2.3问卷统计与描述性分析.....................................................................36
4.2.4胜任力素质提取总结.........................................................................44
4.3A保险公司核保岗胜任力素质模型构建....................................................46
4.3.1模型匹配.............................................................................................46
4.3.2模型素质诠释.....................................................................................46
4.3.3胜任力素质模型图............................................................................49
5A公司核保岗胜任力模型应用...............................................................................51
5.1胜任力模型在核保岗人才招聘上的应用....................................................51
5.2胜任力模型在核保岗培训上的应用............................................................52
5.3胜任力模型在核保岗绩效激励上的应用....................................................55
5.4胜任力模型在核保岗职业规划上的应用....................................................55
6结论与展望..............................................................................................................58
6.1研究结论........................................................................................................58
6.2研究不足与展望............................................................................................58
致谢..........................................................................................................................60
参考文献......................................................................................................................62
附录1：员工工作环境满意度调查...........................................................................65
附录2：保险公司核保岗胜任力素质问卷调查.......................................................67
附录3：卡方检验学历与多选交叉汇总图...............................................................75
附录4：行为化面试提纲与行为化面试记录表.......................................................76
附录5：A公司核保部工作胜任力素质评价表........................................................77
原创性声明..................................................................................................................78
II

摘要
随着我国深化金融业改革、扩大开放、加快推动金融业高质量发展的要求，
保险公司作为金融业的三大实际载体之一，越来越面临全方位激烈竞争。伴随国
家金融政策放开中外合资保险公司的外资占股比例，中国商业保险市场将完全开
放，国内险企迎来外资保险公司全面较量。保险公司作为金融业的一部分，既有
其他金融机构所具有的金融行业属性，同时也有通过金融功能减少损失，保障赔
付的调节功能。核保作为售前环节中重要的一环，在保险合同签订以前，承担业
务品质优劣判断、业务政策的调整，需要随时关注市场同业公司政策，以及防止
骗保和针对保险理赔的反欺诈工作等核心工作。在绝大部分保险公司，核保岗都
是单独作为一个独立部门存在，其所起的作用在售前阶段具有一定的决定性。同
时由于保险业的高度竞争性，全业务流程的信息化电子化、以及金融行业特殊的
监管属性等，对任职该岗位的员工能力要求是严苛的，需要具有较强的判断力、
市场经验、风险预估和控制能力、对行业有一定深度的了解等综合素质。为了在
高度竞争的市场中，完成既定公司目标并获得持续增长的能力，保险公司就需要
采取一系列措施，把核保岗人才的引进、培训、管理、运用充分结合起来，达到
增强企业的市场竞争力和进而促进公司市场占有率。因此对员工的能力评测需要
一套符合公司发展现状、符合部门工作特点、符合员工发展需求的指标模型。以
构建核保岗胜任力素质模型为核心的探索研究，对保险公司来说有很现实的实用
意义，通过该模型的建立与应用，甄选出来的员工，某种程度上能关系到企业既
定目标的实现。
关键词：胜任力，保险公司，核保岗，人力资源优化，解决对策
分类号：C962
III

Abstract
With the requirements of deepening the reform of the financial industry, expanding the
opening up and accelerating the high-quality development of the financial industry, insurance
companies, as one of the three practical carriers of the financial industry, are increasingly facing
all-round fierce competition. With the national financial policy liberalizing the proportion of
foreign shares in Sino foreign joint venture insurance companies, China's commercial insurance
market will be fully opened, and domestic insurance enterprises will usher in a comprehensive
competition with foreign insurance companies. As a part of the financial industry, insurance
companies not only have the financial industry attributes of other financial institutions, but also
have the adjustment function of reducing losses and ensuring compensation through financial
functions. Underwriting, as an important part of the pre-sales link, undertakes the judgment of
business quality and the adjustment of business policies before the signing of the insurance
contract. It needs to pay attention to the policies of Companies in the market at any time, as well
as the prevention of insurance fraud and the anti fraud work for insurance claims. In most
insurance companies, the underwriting post exists as an independent department, and its role is
decisive in the pre-sales stage. At the same time, due to the high competitiveness of the insurance
industry, the informatization and electronization of the whole business process, and the special
regulatory attributes of the financial industry, the requirements for the ability of employees in this
position are strict, and they need to have strong judgment, market experience, risk estimation and
control ability, in-depth understanding of the industry and other comprehensive qualities. In order
to achieve the established company objectives and obtain the ability of sustainable growth in the
highly competitive market, insurance companies need to take a series of measures to fully
combine the introduction, training, management and application of underwriting talents, so as to
enhance the market competitiveness of enterprises and promote the market share of the company.
Therefore, the ability evaluation of employees needs a set of index model in line with the
development status of the company, the work characteristics of the Department and the
development needs of employees. The exploration and research centered on the construction of
underwriting post competency model has very practical significance for insurance companies.
Through the establishment and application of the model, the selected employees can be related to
the realization of the established objectives of the enterprise to some extent.
Key words:Competence,InsuranceCompany,Adjuster,
Human resource optimization, solutions
Classification number：C962
IV
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