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| Title: | 台灣保險業發展資產管理及國際接軌政策下之人才轉型挑戰與策略研究-以南山人壽保險公司為例
The Talent Transformation Challenges and Strategic Responses of Taiwan's Insurance Industry under Asset Management Development and International Alignment Policies-A Case Study of Nan Shan Life Insurance Company |
| Authors: | 劉映妍
Liu, Ying-yen |
| Contributors: | 陳明進
Chen, Ming-Chin
劉映妍
Liu, Ying-yen |
| Keywords: | 資產負債管理
投資人關係
職能重塑與轉型
人才發展架構
人力資本投資
永續金融人才
Asset-Liability Management (ALM)
Investor Relations (IR)
Competency Reshaping and Transformation
Talent Development Framework
Human Capital Investment
Sustainable Finance Talent |
| Date: | 2025 |
| Issue Date: | 2025-09-01 15:31:19 (UTC+8) |
| Abstract: | 面對IFRS 17與ICS 2.0等國際監理制度接軌，以及金管會推動「亞洲資產管理中心」政策，台灣保險業正處於制度重構與角色轉型的關鍵階段。然此轉型過程不僅為財務與風險模型帶來挑戰，更深層地衝擊傳統以銷售為主體之人力結構，暴露出跨域職能落差、人才斷層與組織內部協作不足等結構性問題。
本研究以人力資源管理視角出發，結合個案公司之質性訪談與政策資料分析，探討保險業在制度推進與政策誘因驅動下，組織內部如何因應職能重塑、人力盤點與文化整合挑戰，並進一步檢視現行監理誘因對企業人才投資行為之影響。研究結果顯示：一、制度導向職能如ALM、IR等，已成為企業永續發展關鍵職能，惟多數企業尚未建立對應之職位設計與培訓制度；二、中高階人才結構老化、接班規劃薄弱，導致制度推動仰賴少數個人，難以內化為組織能力；三、對外溝通與資本論述職能缺位，使市場對保險業經營績效與制度風險理解失真；四、現行監理政策多聚焦財務數據，缺乏對人力資本投資之誘因與制度設計。
本研究建議，企業應建構選用育留一體化的人才發展架構，導入跨域關鍵職能盤點、任務型輪調制度與差異化獎酬設計，並將關鍵人才納入風險指標監控體系。同時，政策端亦建立「人才發展準備金」、「永續金融人才債券」等誘因機制，並發展保險業專屬職能認證與人力資本揭露制度，強化制度落地與產業韌性建構之互動支持機制，推動台灣保險業邁向具備國際對話能力與制度治理力的轉型目標。
Taiwan’s insurance industry is at a critical juncture of restructuring and role transformation, driven by international regulatory convergence (IFRS 17, ICS 2.0) and the Financial Supervisory Commission’s "Asian Asset Management Center" initiative. This transition challenges financial models and fundamentally impacts the sales-oriented human resource structure, revealing skill gaps, talent shortages, and weak internal collaboration.
Adopting a human resource management perspective, this study combines qualitative interviews and policy analysis to explore how insurance companies address competency reshaping, talent mapping, and cultural integration amid regulatory changes. The findings reveal four key issues: (1) The lack of job design and training for regulation-driven competencies (e.g., ALM, IR); (2) Aging mid-to-senior talent structures and weak succession planning; (3) Insufficient external communication skills, leading to misinterpretation of performance and risks; (4) Regulatory policies focused on financial metrics, lacking incentives for human capital investment.
This study recommends establishing an integrated talent development framework, including cross-functional competency mapping, task rotation, and reward differentiation, while incorporating key talents into risk monitoring. Additionally, policies should include mechanisms like the "Talent Development Reserve" and "Sustainable Finance Talent Bonds," fostering the insurance sector’s transformation and international governance capacity. |
| Reference: | 一、中文部分
104人力銀行（2024），人資FBI研究報告 https://blog.104.com.tw/wp-content/uploads/2024/09/02173305/2024%E5%B9%B4%E4%BA%BA%E8%B3%87FBI%E8%AA%BF%E6%9F%A5%E5%A0%B1%E5%91%8A%E5%AE%8C%E6%95%B4%E7%89%88.pdf。
王金凱（2025），ESG 投資和人力資本資訊揭露制度之研究https://ws.ndc.gov.tw/001/administrator/10/relfile/0/15590/a3b3b934-bb3a-439c-bc61-84e00ae876ba.pdf。
太毅國際顧問官方網站（2025），留任率83%的人力資源策略！提升新人留任的關鍵方法 https://www.timingasia.com/how-to-retain-talent/。
安侯建業（2025），2024台灣保險業報告 https://assets.kpmg.com/content/dam/kpmg/tw/pdf/2024/10/tw-kpmg-taiwan-insurance-report.pdf。
金泰（2025），輝達之道（初版，205-208頁），台北市：城邦文化事業股份有限公司-商業周刊。
國家發展委員會（2024），國家人才競爭力躍升方案（2024-2027）合訂本、國家人才競爭力躍升方案（懶人包）https://www.ndc.gov.tw/Content_List.aspx?n=041D451C7204ADAB&upn=B3AC933C0F5F0221。
國家發展委員會（2024），台灣經濟論衡2024夏季號 國家發展委員會-台灣經濟論衡2024年6月（vol.22, no.2）。
勤業眾信（2025），2024年全球保險業展望 https://www2.deloitte.com/content/dam/Deloitte/tw/Documents/financial-services/global-insurance-outlook-2024-tc.pdf。
勤業眾信（2024），重塑資產負債管理機制以因應保險新世界，管理顧問服務專欄 2023/12月號 （圖） file:///C:/Users/USER/Downloads/tw-202312-newsletter%20(1).pdf。
勤業眾信（2025），2024全球人力資本趨勢報告https://www2.deloitte.com/content/dam/Deloitte/tw/Documents/human-capital/2024-global-human-capital-trends.pdf。
廖珮君（2024），保險業接軌台版ICS再鬆綁 增加一年準備期（圖），經濟日報 https://udn.com/news/story/7239/8072146。
二、英文部分
Association for Talent Development (ATD). (2023). 2023 State of the Industry: Talent Development Benchmarks and Trends. Alexandria: ATD Press.
Barney, J. B. (1991). Firm Resources and Sustained Competitive Advantage. Journal of Management, 17(1), 99–120.
Becker, G. S. (1964). Human Capital: A Theoretical and Empirical Analysis, with Special Reference to Education. NBER / University of Chicago Press.
Cameron, K. S., & Quinn, R. E. (2011). Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework (3rd ed.). San Francisco: Jossey-Bass.
Cabinet Secretariat, Government of Japan. (2022). Guidelines for Visualizing Human Capital. Retrieved from https://www.cas.go.jp/jp/houdou/pdf/20220830shiryou1.pdf.
Deloitte. (2020). Asset-Liability Management An Insurance Industry Operating Model Survey https://www2.deloitte.com/content/dam/Deloitte/us/Documents/human-capital/us-deloitte-asset-liability-management-survey.pdf.
European Insurance and Occupational Pensions Authority（EIOPA）. (2023).. (2023). Guidelines on system of governance https://register.eiopa.europa.eu/GuidelinesSII/EIOPA_Guidelines_on_System_of_Governance_EN.pdf.
European Insurance and Occupational Pensions Authority（EIOPA）. (2024). Final Single Programming Document 2025-2027 https://www.eiopa.europa.eu/document/download/d12a299e-4892-4908-a452-b1523c3a4255_en?filename=EIOPA-revised-single-programming-document-2025-2027.pdf.
Monetary Authority of Singapore（MAS）. (2025). Financial Services Industry Transformation Map 2025, ITM 2025 https://www.mas.gov.sg/development/financial-services-industry-transformation-map-2025.
Teece, D. J., Pisano, G., & Shuen, A. (1997). Dynamic Capabilities and Strategic Management. Strategic Management Journal, 18(7), 509–533.
Ulrich, D. (1997). Human Resource Champions: The Next Agenda for Adding Value and Delivering Results. Boston: Harvard Business School.
Wright, P. M., & McMahan, G. C. (1992). Theoretical Perspectives for Strategic Human Resource Management. Journal of Management, 18(2), 295–320. |
| Description: | 碩士
國立政治大學
國際金融碩士學位學程
112ZB1067 |
| Source URI: | http://thesis.lib.nccu.edu.tw/record/#G0112ZB1067 |
| Data Type: | thesis |
| Appears in Collections: | [國際金融碩士學位學程] 學位論文
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