Study On The Competency Model And Performance Of Professional Managers In Insurance Industry

China's insurance industry has developed rapidly in recent years, and its role is increasing for economic progress and social development. However, the insurance industry has been plagued with personnel problems. The state of lacking of personnel makes insurance industry needing urgently for professional managers. The methods and systems of recruitment, selection, performance appraisal, pay systems and career planning are't objective, scientifical or effective, which resuls in the loss and job-hopping of professional managers serious.Based on the actual situation, the article is exploring competency model of professional managers in the insurance industry and the relationship between the competencies and the performance, making marketing-oriented professional managers as the research object.Firstly, the article collects competency and performance projects of professional managers in insurance industry, using the methods of interview and task analysis.Then these projects are designed to pre-tested questionnaires and formal questionnaires, and the article establishes three-dimension performance structure on the basis of survey, including task performance, contextual performance and adaptive performance, using methods of exploratory factor analysis and confirmatory factor analysis. And it also constructs seven- dimension competency model, including team leadership, organizational awareness and commitment, customer service orientation, personal qualities, interpersonal and professional orientation. On this basis, it further analyses the differences of competencies of professional managers at different ages, different practitioners of time, different qualifications and different management levels, and then analyses the structural relationship between the competencies and the performance, using the method of structural equation model.Finally, the article puts forward the ranges of application and conditions, and further elaborates on application of this model in specific human resources strategies, for example recruitment, selection, the training and development and career planning. The auther hopes the article can have some reference value for professional managers in the insurance industry on recruitment, selection, performance appraisal,pay systems and career planning.