Explaining the appointment process of Iranian insurance managers
According to the report of financial financial news, quoted from the public relations of Iran Insurance, Hossein Rouhi, the general manager of human resources affairs, in line with the emphasis of Hassan Sharifi, the chairman of the board of directors and the CEO, and to inform, resolve the ambiguities and questions raised by colleagues in the discussion forum, the criteria are listed. He explained the selection and appointment of Iran’s insurance managers and its process in the executive manual.
Rouhi stated in this regard: Human resources management of the Iran Insurance Joint Stock Company within the framework of the directive of the Administrative and Employment Affairs Organization of the country as well as the approval of the Council of Deputy Directors of Iran Insurance and in order to improve the productivity and efficiency of the human force, increase the motivation of employees for career advancement and succession planning. and the training of specialist forces, compiled a “methodology for evaluating competencies and selecting, appointing and changing managers”, which was approved after discussion, review and necessary amendments in the Council of Vice-Chancellors and communicated to this administration for implementation.
He called Iran Insurance’s appointment policy as a suitable platform for meritocracy in the appointment and selection of people in management positions, and referring to the appointment of company employees at both expert and managerial levels, he said: According to this policy, the appointment of employees in positions The bachelor’s degree does not need to be evaluated and those who meet the conditions for job verification will be awarded the bachelor’s post if they are nominated by the relevant unit, but in management positions, we have two levels of management, which are mentioned in this policy, which include basic management. and intermediate, and evaluation of qualifications is done only to meet the conditions and appoint the basic and middle managers of the company.
Colleagues whose job class is higher than 14 are considered middle managers of the company and these managers include deputy CEOs, general staff managers, provincial general managers, deputy general managers, branch managers and basic managers, including deputy branch managers, branch chiefs, He is the deputy head of the branch, the head of the department, the deputy head of the department, the responsible expert and the head of the office.
Rouhi considered the appointment guidelines as a suitable model for successful and effective selection in the appointment of managers and clarified: for the selection of managers, a set of competencies, skills, abilities, and special characteristics must be examined from among the applicants to improve efficiency and The better the productivity of the human resources and the increase of the company’s performance, therefore, the qualification requirements for the level of middle managers based on the general conditions announced by the Administrative and Employment Affairs Organization, having at least a bachelor’s degree equivalent to and related to the requirements for the proposed job , having at least 4 years of government or non-government service experience and 2 years of experience in basic management positions, and for the level of basic managers, having at least a bachelor’s degree and 2 years of government or non-government experience is sufficient.
He added: According to the Executive Guidelines for Appointments, the assessment of specialized skills for the proposed jobs for middle managers includes: two parts: interview and 360-degree evaluation, and the maximum points in these two parts are: 60 points from the interview part and 40 points. From the evaluation section, 360 degrees and a total of 100 points have been determined.
The maximum score for evaluating the competence of basic managers is 100 points only in the interview, and these applicants do not need a 360-degree evaluation.
The General Manager of Human Resources Affairs stated: We have two separate working groups for the evaluation of middle and basic managers, which includes 3 evaluators from outside the company, a representative of the General Manager of Financial Affairs, a representative of the Technical Deputy, a representative of the Managing Director and the General Manager of Human Resources Affairs as He is a member and secretary.
The main task of these working groups is to conduct face-to-face or online interviews to evaluate the competences, capabilities, skills and service experiences of individuals, and after the evaluation by the working group, the score of the applicant is announced to the manager of the relevant unit for further actions.
In addition to obtaining a passing score from the designated working group, middle managers need to conduct an interview and obtain a quorum of passing scores and provide a certificate of qualification and competence from the Central Insurance of the Islamic Republic of Iran, as well as a certificate of competence from the Public Management Education Center. also have
He further added: the appointment system for access and information of colleagues in the Iranian insurance portal has been designed and embedded in the section of the welfare services system, and the information of the people who are nominated for the organizational post is provided by the proposer (superior general manager or by self-declaration) in this The system is registered and in case of self-reported registration, it must be approved by the deputy managing director in the relevant field.
Rohi pointed out: In the first stage, after registering the information, the person introduced by the recommending manager is evaluated based on the indicators set in the system, and a score is given to the recommended person by the recommending manager.
In the next step, the general manager of human resources affairs examines the qualification requirements of the person, such as degree and field of study, background and qualification requirements, and if they meet the qualification requirements, they are invited to the evaluation working group, and in the next step, the people who have the highest have obtained the grade, they are proposed as the selected person to hold the desired job, and after obtaining confirmations and certificates of qualification from the selection, security and competent centers, the list of those accepted is sent to the human capital committee for confirmation and approval. and the final stage of this list is approved by the CEO of the company.
After going through these steps, the individual’s order is approved up to the level of the head of the department by the director general of the province, above that, according to the organizational level, by the director general of human resources, the vice president of development of management and resources, or the managing director, and relevant information is issued by the experts of the director general of resources. A person is registered in the appointment system.
Rouhi emphasized: The important thing that is defined in the appointment process is that all those who participated in the evaluation can view their records in the system through the tracking code that was sent to them, and these results are valid for up to 6 months. and if someone does not pass the test, after a period of six months, at the request of the superior and if the job in question is not tenured, it can be re-evaluated, and the people who have been nominated for equivalent jobs do not need to They do not re-evaluate.
We hope that with the implementation of the system of appointing company managers, we will witness the improvement and development of effectiveness and management performance in organizational units, and ultimately increase the productivity and insurance operations of the company.