How to do a good job in corporate culture training for new employees is a problem that every unit attaches great importance to, but usually it is instilled to tell the rules and regulations of the enterprise, so that everyone can clearly understand some regulations that must be understood, which can and cannot be done. But in fact, new employees are ignorant, pale and empty, and can't really understand the connotation of the enterprise. For the high-risk industry such as banking, we need to have our own unique training ideas.

Professional ethics training

Professional ethics training is the most important lesson for newcomers' induction training. Due to the particularity of bank operation, once the professional ethics of employees are violated, they will fall into the abyss of perdition. Once it violates the professional ethics of employees, it will bring great harm to banks and even the whole banking industry. Working in the banking industry, dealing with money and figures all day, you need to maintain a high sense of responsibility and vigilance, and do something different. The China Banking Regulatory Commission issued the Guidelines on Professional Conduct of Employees in Banking Financial Institutions, and the training departments should implement the guidelines.

(2) Vocational skills training

According to the working characteristics of the banking industry, the most basic place for front-line staff training is professional skills, which are embodied in system operation, banknote counting, abacus calculation, counterfeit currency identification, keyboard entry, typing and so on. Only by practicing basic skills can we be comfortable in our work. Secondly, the job skills are actually used. After accepting some theoretical knowledge of the department, new employees will arrange people to "pass, help and bring", that is, traditional masters take apprentices, at least in the short term.

(C) strengthen service awareness

In recent years, the competition in the banking industry has gradually intensified. Each bank has introduced a series of new products, such as online banking, telephone banking, wealth management and so on. But in the final analysis, the competition among financial institutions is the competition of services. Whoever can provide better service to customers will gain a foothold in the market. New employees have been wandering between home and school before taking up their posts, and they are all the objects to be served, and they rarely realize the mentality of the service providers. In the process of induction training, the focus of training is to strengthen service awareness, so that they can truly understand that service is the foundation, and correct attitude, correct position and provide quality service are the foundation for us to settle down.

Risk awareness training

Because of the high risk of the banking industry, the induction training should focus on risk awareness training, and combined with financial crime cases over the years, so as to attach great importance to it ideologically. Through the case, let employees deeply realize that there are risk points in any position in the financial industry, and they will be involved in illegal crimes if they are not careful. Especially in the face of the temptation of money, coupled with human greed, don't let yourself make mistakes and become lifelong regrets.

(E) Corporate culture training

Corporate culture is a system of values and behaviors accumulated by employees for a long time and recognized by the system. It can promote new employees to have a more comprehensive understanding of all aspects of the unit, so that everyone can have a more systematic understanding of the cultural connotation of the unit at the first time, promote employees to be consistent with the unit in action and thought, and impart corporate culture to new employees, so that new people can quickly integrate. In addition, it is also necessary to inform the new employees of the welfare benefits of the unit, the superior environment for employees to create personal value, personal development prospects, etc., to stimulate employees' enthusiasm for work and give full play to their abilities.

The task of induction training is very arduous. In order to let the hired employees quickly enter the role and integrate into the enterprise in a short time, and change from "outsider" to "enterprise person", it is necessary to make them feel respected and valued through standardized and systematic training methods, and form the sense of belonging of employees. New employees have injected fresh blood into the enterprise and brought a new look to the enterprise. They are the new force in the enterprise, and what employers need to do is how to make these energetic young people exude vitality and make them glow. How to provide a suitable environment for them to give full play to their potential in their posts!