The experience of improving managers' quality is that professionalism is very important in the workplace, and only with professionalism can we become better at work. Let me introduce some experiences in improving the quality of managers. Let's have a look.
Experience in improving managers' quality 1 Main ways to improve quality and rebuild talents.
Aging personnel and low cultural structure have become the restrictive factors for the rapid development of grass-roots enterprises. Take a behavior as an example: there are 47 employees, including 39 regular employees and 8 dispatchers. The average age of the whole bank is 43.5 years old, and the average age of regular employees is 45 years old. Employees over 45 years old accounted for 44.6%, and employees with junior college education accounted for 53. 19%. Some front-line employees are grandparents and wear reading glasses. Therefore, it is an important talent strategy for the whole bank to conscientiously implement the education and training opinions of the Head Office on 20 15, vigorously implement the three-dimensional talent pool project, strengthen the quality education of employees, do a good job in talent re-engineering, and strive to "build a learning bank and knowledge-based employees" to promote the sustainable development of the whole bank.
1, do a good job in-service training for all employees and improve their comprehensive quality.
Staff training is a complex systematic project, and it is not a matter of reading a few books and holding several meetings to achieve good results. Proceeding from reality, the bank implemented a "four-in-one" training program to solve the problem of staff quality engineering construction, namely: first, training was carried out according to the actual situation of the post, and targeted training was carried out according to three levels: managers, marketers and temporary teller operators; Second, conduct training according to age characteristics, organize young employees to actively participate in online training and various business competitions, continuously improve their business level, do business training for middle-aged employees, and enhance their post adaptability; Third, combine the knowledge structure to implement training, do a good job in hierarchical training, bring the old with the new, and improve the overall business level; Fourth, combined with standardized service management training, organize business etiquette and personal literacy training, insist on inspection and supervision of various service details, train, improve and retrain, and strive to build a first-class service brand of commercial banks.
2. Carry out technical training activities to improve the actual combat ability of employees.
Talent growth is inseparable from work practice. In this regard, the Bank regards improving business skills as a powerful means to build a "learning-oriented" advanced team, and always puts business skills training and business knowledge learning in an important position. Through the combination of internal and external methods, external experts are invited to give special lectures, and experienced employees are invited to "pass, help and lead", and "lectures on investment and financial management knowledge popularization", "training courses for account managers", "training courses on new products and businesses of personal financial business", "lectures on personal investment and financial management products" and "training on e-banking business knowledge" are held, which enriches employees' business knowledge and marketing skills.
3. Improve employees' ideological understanding and overcome learning difficulties.
In August and September last year, the Ministry of Education of the Head Office compiled a series of employee training books, such as Broadening Comprehensive Quality, Shaping Sunshine Mentality, Improving Business Skills, and Gathering Examples of Job Transfer, which are a set of applicable teaching materials designed for the current situation of ICBC's middle-aged employees. According to Scientific Outlook on Development's requirements, the Bank organized middle-aged employees to learn suitable teaching materials, and carried out pre-job training on mentality adjustment and new business skills, requiring them to fully understand the significance of building a "learning bank", put down their ideological burdens, press themselves, overcome the contradiction between work and study, overcome the contradiction between more trivial matters and less study time, and integrate into the team of modern commercial banks with high quality, sophisticated business and hard work style as soon as possible.
Experience of improving the quality of managers. In the fierce market competition, the introduction of "wolf culture" and "charming team" culture, people-oriented, starting from actual combat, and striving to build a tiger-wolf teacher with super market adaptability and market competitiveness, and form a multi-professional and multi-level talent echelon are important contents of corporate culture construction and staff team construction of grass-roots branches.
1, strengthen ideological guidance and instill team concept.
Team spirit is the soul of enterprise culture, the driving force of enterprise development, and the unity of enterprise group consciousness and spiritual outlook. To this end, the bank provides targeted guidance according to the age, experience, living conditions and ideological conditions of employees at different stages. Guide employees to establish the concepts of "prosperity is prosperity, decline is shame" and "I rely on ICBC for survival and I rely on ICBC for development", and let employees realize that the spirit of cooperation and innovation of excellent teams is an important way to enhance core competitiveness, reflect employee value and promote sustainable development.
2. Create a "charming team" and cultivate spiritual culture.
As the deep connotation of corporate culture, enterprise spirit directly determines the rise and fall of enterprises, and is the top priority of corporate culture construction. The Bank strives to build a "charming team", enrich corporate culture, continuously improve the humanistic quality of employees, organize employee marketing competitions, enrich employees' spare time life, further enhance team cohesion, and mobilize employees' enthusiasm, initiative and creativity, which has played a positive role in promoting the reform and development of sub-branches and ensuring the smooth development of all work.
3. Build a team and improve team building.
The Bank insists on putting forward reasonable suggestions, guiding employees to make suggestions for the development of the Bank and enhancing the vitality of business work. By cultivating employees' recognition of ICBC's core values and entrepreneurial spirit, we can guide employees to establish good professional concepts, professional ethics, professional skills and professional style, and enhance team spirit. Strengthen communication with employees, promote understanding, trust and cooperation between leaders and employees, and between employees, learn from each other's strengths and do their best to form strong cohesion and centripetal force, so that employees are full of work passion in the new team atmosphere.
4, adhere to the "people-oriented", cohesion staff thought.
The ultimate embodiment of corporate culture is the practice and implementation of managers' business philosophy and decision-making measures by employees, and the unity of management and employees must be realized. To this end, the bank adheres to the concept of "only satisfied employees can have satisfied customers", and starts with caring for employees and creating an atmosphere to implement emotional management and management. Committed to building a team, let employees work happily, let the team grow in the process, effectively stimulate employees' creativity and cohesion, enhance employees' sense of belonging to the collective, and then sublimate into a sense of responsibility for work.
5. Pay attention to middle-aged employees and rekindle marketing passion.
Middle-aged employees are the backbone of ICBC's reform and innovation. Scientific career planning and re-encouragement of middle-aged employees are not only the main ways to enhance team cohesion, but also the effective human resources support for ICBC's sustainable development. To this end, the bank pays special attention to the development of middle-aged employees, solves their work and life difficulties, rationally adjusts their posts, pays special attention to pre-job business training, enhances their post adaptability, puts people first, and solidly implements the "Middle-aged Employees Revitalization Project" to enhance the cohesiveness, creativity and competitiveness of the whole bank.