Identifying competency-based training needs of insurance sales agents
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This study identifies and prioritizes competency needs of insurance sales agents in Korea for training development, for which it applies a set of analyses including t test, Borich method and the Locus for Focus model. Considering the importance of job and context specific competencies and prioritization with the limited time and resource in organizations, this study uses the competency model originally developed for the given target and prioritizes a group of competencies that should be taken precedence over others for training. The findings show that the top five competency needs are strategic orientation, relationship building, planning, activeness and preparedness. Insurance sales agents perceive their competence levels of those competencies are lower compared to their perceived level of importance. And other competencies are listed in ranking for further decision making. Application of these analytic and statistical approaches should be practiced in organizations where training decision is apt to change easily depending on new superiors. Finally implications and strategies are suggested.
Abstract
This study identifies and prioritizes competency needs of insurance sales agents in Korea for training development, for which it applies a set of analyses including t test, Borich method and the Locus for Focus model. Considering the importance of job and context specific competencies and prioritization with the limited time and resource in organizations, this study uses the competency model originally developed for the given target and prioritizes a group of competencies that should be taken precedence over others for training. The findings show that the top five competency needs are strategic orientation, relationship building, planning, activeness and preparedness. Insurance sales agents perceive their competence levels of those competencies are lower compared to their perceived level of importance. And other competencies are listed in ranking for further decision making. Application of these analytic and statistical approaches should be practiced in organizations where training decision is apt to change easily depending on new superiors. Finally implications and strategies are suggested.
참고문헌 (30)
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