台灣金融服務業已進入跨業行銷的時代，當金融市場型態轉變，保險業務員也要開始轉型，以成為專業的財富規劃師為定位。這樣全新的角色，唯有具備業務潛能始能勝任，而業務潛能亦為影響人力與定著的主要因素，因此選才為當今保險業的決勝關鍵之一。 長久以來A公司均以靜態時點的評估進行選才，本研究嘗試應用動態時點的行為模擬，來驗證靜態時點的選才是否恰當，經由數值模擬發現靜態量表中評估銷售之業務潛能中最關鍵的四要素：積極進取、成就動力、獨立潛能、對銷售的態度（Source：Self Management Group company）影響著銷售人員的績效判定與定著率。 本研究以系統動態學觀點，（以A公司為例）藉由Vensim軟體進行業務潛能評估（Personal Orientation Profile─POP）系統模式的建構，期以探討靜態的選才系統所評估的結果是否能符合動態行為的探討結果。最後本研究以A公司實際資料，追蹤新人一年的生產力與定著率並驗證本系統模式之有效性，更確認業務潛能四要素是重要且顯著的。因此；未來保險業進行業務人才招募甄選時，應著重在此四項成功的業務潛能與特質，並輔佐嚴格的教育訓練與輔導，定能提昇保險業之經營績效。 The financial institutions have been into the era of cross-selling because of the fast changed financial market in Taiwan. In order to compete the gradually change of Taiwan's financial market, insurance agents have been turn into a professional financial planners. This new role, only with the business potential can only be competent, but also the impact of the business potential of the human and set the main factor for the selection of today's insurance industry, one of the keys to winning. A company has long been a static point in time assessments are carried out before the election, this study attempts to de facto behavior of the application of dynamic simulation, to verify the static point in time whether it is appropriate before the election, found by the numerical simulation of the static scale to evaluate the business potential of the most critical four elements:Enterprising Potential, Achievement Potential, Independence Potential and Call Reluctance and look into how these criterions could influence agents’productivity and retention rate. Based on the dynamic viewpoint, the Vensim packaged software is applied to build-up the proactive selection system– Personal Orientation Profile (POP) to evaluate the suitable persons, to explore the static period before the election the results of the assessment system can meet the dynamic behavior of the results.Most importantly, the efficiency test of the selection system, this study adopts the Company A's real data of new recruited agents' productivity and their retention rate. Indeed, the above-mentioned selection criteria are the main characters for insurance companies to recruit their new agents. In sum, to focus on these four criterions will strength the effectiveness of agents’ training and coaching progress to enhance the long term performance for the insurance industry.
