保险代理人的培训体系设计

人力资源论文编号:RL014 字数:23410,页数:35  本篇论文包含任务书,开题报告,论文,文献综述,外文翻译,等  

目录
一、绪论..................................................... ..1
二、理论的综述..................................................3
（一）培训的概念及作用..........................................3
（二）培训的相关理论............................................4
1、成人学习理论 ................................................4
2、强化理论 ....................................................4
3、社会学习理论 ................................................4
4、期望理论.................................................... 5
5、柯克帕特里培训评估模型 ..................................... 5
三、中国人寿公司星沙分部保险代理人培训现状分析及问题分析........6
（一）中国人寿公司星沙分部的简介............................... 6
（二）中国人寿公司星沙分部保险代理人的现状 .....................6
1、保险代理人文化素质结构.......................................7
2、保险代理人的从业时间结构 ....................................7
3、保险代理人的年龄结构........................................ 8
（三）中国人寿公司星沙分部保险代理人的培训现状及存在的问题..... 9
1、缺乏必要的培训需求分析.......................................9
2、内容缺乏相关性............................................. 10
3、没有有效的总结评估 .........................................10
四、中国人寿公司星沙分部保险代理人培训体系的构建 ..............11
（一）中国人寿公司星沙分部培训体系设计的思路 ..................11
（二）培训需求分析与确定培训目标 ..............................12
1、需求分析....................................................12
2、确定培训目标................................................13
（三）培训计划制定 ............................................14
1、培训课程的设置 ............................................ 14
2、培训讲师的选择 .............................................16
3、确定培训设施及教材..........................................17
4、培训方法的选择 .............................................17
（四）培训计划的组织实施.......................................18
1、培训前动员..................................................18
2、下发培训通知................................................18
3、加强培训的过程控制..........................................18
（五）培训效果评估 ............................................19
五、中国人寿保险公司九区分部保险代理人培训体系的维护...........22
（一）宣传系统.................................................22
（二）投入系统................................................ 22
（三）反馈系统................................................ 23
（四）研究系统 ................................................23
六、结语.....................................................  24
致  谢.......................................................  25
参考文献 ..................................................... 26
附  录..................................................... .. 28

摘  要
二十一世纪是知识经济时代，信息和知识是组织前进的推动力量，而进行员工培训正是提供信息、知识及相关技能的重要途径。一个组织要保持人才优势，就必须加强员工的培训，提升员工的素质，最终达到增强组织的竞争力，实现战略规划的目的。因此，设计适应组织需要的科学完善的培训方案已成为现代人力资源管理中的重要课题。
本文以中国人寿公司星沙分部培训体系设计为主题，针对九区分部的具体情况，主要运用文献研究、访谈法和问卷调查法，对九区分部现存培训管理方面的问题进行剖析，找出问题的主要结症。在分析原有培训体系存在的问题之后，运用人力资源管理理论中培训管理方面的理论知识，设计出一套适合本公司需要、可操作性强的培训体系，并提出确保培训实施效果的相关建议。本文的培训体系紧紧围绕着九区分部的实际情况而设计，因而具有很强的现实性和可操作性，旨在为九区分部的培训工作提供指导和规范，同时也希望能够为类似组织的培训工作提供可借鉴之处

关键词：员工培训；培训实施；培训体系

ABSTRACT
The 21st century is the era of knowledge economy, information and knowledge are the driving forces for the advance of organizations, and staff training is an important way that provides information, knowledge and skills. For an organization, to maintain human resources, it must strengthen the training of staffs, enhance the quality of employees and ultimately enhance the competitiveness of organizations to achieve strategic purposes. Therefore, organizations need design the scientific training programs that acquired by the modern human resources management.
The thesis designed training program for the 9th section branch of China Life Insurance Company by studying the state of quo of the company on training. The thesis used related theories, interview and survey to analyze the situation and identify the existing main problems. Then the thesis designed a suitable and applicable training program for the company by applying human resources management theories. It also provided relevant recommendations to ensure the effectiveness of the implementation of the training. The training program designed tightly around the actual situation for the 9th section branch of China Life Insurance Company, which is highly realistic and applicable in providing guidance and training principles, the company. It also hoped to provide suggestions on training for similar organizations.

Keywords：Staff training; Training program implementation; Staff training system