Reflections on the management of credit team:
One: The most common problems you encounter during management:
The main problems in the development of credit business at present:
(1) Is the safest loan the best loan?
As a bank, profit is the ultimate goal of our operation. As we all know, the greater the risk, the greater the profit. Banks wander between risk and profit, and pursue the maximization of profit in a perfect balance. Because there are great problems in the loan business operated by some branches of banks, which affect the enthusiasm of business development, the established balance between risks and benefits has been broken. In order to reduce or avoid risks, credit officers of operating institutions at all levels began to pursue higher loan security, which will inevitably lead to the decline of banking business. Let's think about whether it is correct to pursue the maximization of loan security. Is it necessary? Are all the means to pursue higher security necessary and correct?
(B) the impact of the refinement of the system on the enthusiasm, work efficiency and innovation of credit personnel.
Undoubtedly, the refinement of the system will help loan officers to better grasp and improve their professional quality, but too careful understanding of the business system will have a negative impact on the enthusiasm and efficiency innovation of loan officers. Compared with the head office's credit management measures and operational procedures, the implementation policies of bank branches are more detailed. However, in the eyes of business units, it is generally understood that what can be done in policy can be done, and what cannot be done in policy is considered unfeasible. These factors are affecting the access scope of customers, the work efficiency, enthusiasm and innovation space of credit personnel.
(3) The influence of the leader's risk preference and risk control ability on the business.
There is nothing to say. The stronger the risk control ability, the greater the risk and the higher the income. In fact, not only leaders, but also the risk preference and risk control ability of any credit officer will affect the business development, but the scope of influence is different. The head office leadership affects the whole country, the provincial leaders affect all branches, the municipal banks affect the county banks, and the loan officers only affect personal business. For example, whether the policy stipulates that what can be done can be done, or whether the policy does not stipulate that it can be done. These two understandings represent different risk preferences, and the tight policy affects the access of each business. What kind of risk preference and risk control ability do all credit business personnel of our bank have? Do these correspond to the scale of credit?
(d) The impact of indiscriminate credit policies on business.
A branch with strong risk control ability and a branch with weak risk control ability are implementing a policy. If this policy is appropriately relaxed, it will be beneficial to the business development of branches with strong risk control ability, but it will increase the risk of branches with weak risk control ability. On the other hand, if the risks of branches with weak risk control ability are fully considered, the development of branches with good risk control will be restricted. Therefore, in the design of credit policy, differentiated management should be implemented, and its effect will be beneficial to business development. At the same time, differentiated policies can also mobilize people's enthusiasm. Only by gaining better risk control ability can we win the appropriate easing policy.
Two. What should you do in the face of problems:
Countermeasures against problems
Based on the above four considerations, it boils down to a problem of risk control ability. Therefore, the ability of risk control is insufficient, especially the credit personnel of business development institutions, who have more personnel and less practice. We should not only control risks through detailed policies, but also develop our business steadily, so that the business development can match the risk control ability.
In view of the above situation of some units in this bank, the following specific measures can be taken for reference:
(1) Taking reemployment loans as a breakthrough, government departments jointly launched publicity activities to develop business while cultivating new people's risk control ability and enhancing credit personnel's confidence in microfinance.
(2) The mortgage business should strive to develop the first-hand housing business and explore new markets. The new second-hand housing management method has expanded the scope of business access, and the new second-hand housing market should also enter immediately, especially the contact with developers.
(C) With the help of bill of quantities project, realize the interaction between marketing activities and enterprise information base construction.
(four) targeted development of large enterprise loans, small enterprise loans.
(E) In view of the excessive dependence on full-time marketing positions for the business development of small enterprises. The bank takes measures to dilute the role of full-time small business loan marketing posts, give full play to its advantages, do a good job in comprehensive credit marketing, mobilize all credit personnel to carry out marketing activities, and attach importance to marketing work. Full participation in marketing also brings pressure to full-time marketing positions and promotes their enthusiasm. Full-time marketers play an obvious role, so we should give full play to their advantages and add full-time marketing posts when conditions permit.
(VI) Credit team building. Through training and practice, we will strive to improve our risk control ability and business development ability within one year. To enable all credit practitioners to achieve this goal: master various rules and regulations, master and skillfully use financial knowledge and legal knowledge, have keen observation and agile thinking, and have good communication skills, expression skills and marketing skills. Have a high sense of responsibility and initiative. Able to work under high uncertainty. In the second year, all credit officers thought about four issues and took effective actions when dealing with business. These four questions are:
(1) How to reasonably determine the loan interest rate, amount, term, and the equivalence of income and risk?
(2) How to develop other values of customers and promote other products and services of banks?
(3) How to maintain customer relationships and keep abreast of customer financial and business trends. Communicate the bank's credit concept and enhance the stability and loyalty of customers.
(4) How to continuously screen customers and form a better high-quality customer base.
(7) Construction of enterprise information database. Strive to complete the information base construction within two years. Grasp the characteristics of enterprise capital demand and the relationship between upstream and downstream through the information base.
Third, the management strategies and tools of the credit team.
(1) management policy.
1, humanized management, caring about the life of loan officers, organizing more activities to improve team cohesion, so that everyone has a sense of belonging and identity.
2. Form a united departmental culture: "A thinker who develops business under the system, has a little dauntless spirit, is rigorous in operation, and pursues profits to drive away risks is the real hero. Doing business under the rules will show great wisdom and create real talents. "
3. Emphasis on professional ethics, clear authority, strict operating procedures to restrain personnel behavior. Formulate various supporting systems.
4, the distribution mechanism is clear, more work, more enthusiasm.
5. Decide whether to stay or not according to the performance and decide the career future. Reserve promotion posts, giving people hope.
(2) management tools.
1. Formulate management measures for loan officer assessment, set detailed assessment indicators, including the above aspects, and establish incentive policies and elimination mechanisms.
2, training plan, in the expected time to achieve the expected results.
Thoughts on credit team management 1 Engaged in credit work for nearly half a year. Through the training and study of credit business and the business guidance of my colleagues, I gradually explored and became familiar with credit business, which was deeply touched in the actual work process, mainly in the following aspects:
First, actively change ideas and dare to face the challenges of new posts.
Facing the brand-new post, how to develop China's credit business is an urgent problem for me to solve. Savings tellers are basically counter marketing, and loan officers need to publicize credit information in time, go to customers' homes, learn about customers' basic situation and business information on the spot, investigate and master customers' loan purposes and repayment willingness, and analyze customers' repayment ability. According to the characteristics of the new post, I framed five working ideas: learning and mastering credit information in time; Analyze the target customer base; Timely door-to-door publicity to selected target customers; Do a good job of pre-lending, mid-lending and post-lending; Ensure that the repayment period is tracked ahead. Through a period of hard work, my business has gradually become familiar. The speed of handling business is the fastest in the whole bank, and the number of customers is also increasing. Credit business has embarked on the road of rapid development.
Second, strengthen study and strive to improve personal quality.
I am well aware of the importance of learning. Since joining the work, in my spare time, I have applied for the door industry examination of the banking industry in time. At the same time of self-improvement, it also helps new employees to quickly enter the working state, patiently coach, and promote new lenders to adapt to new positions better and faster.
Third, overcoming difficulties and daring to suffer hardships can ensure the all-round development of credit business.
How to integrate postal savings micro-loans into the local economy has become an important breakthrough in the credit work of sub-branches. Industrial and commercial households, farmers and growers are the main customer groups of our credit, especially farmers and growers are mostly in remote rural areas with inconvenient transportation. In some places, it takes hours to walk, and in some places, the environment is very poor, and the feet are worn out and the legs can't walk. We gritted our teeth and stuck to it.
Fourth, observing various systems can effectively promote business development.
Speaking of work experience, I think a good personality is an important prerequisite for doing a good job in credit. If you have a good personality, customers can truly trust you and avoid risks better. In handling business, customers often bring gifts, but we all refuse them one by one. It is our mission to do a good job in customer service. Only honest, efficient and honest work can effectively promote business development and gradually increase customer base.
Related content:
The team must go through five stages:
1, established period
At the initial stage of formation, the team did not have clear work objectives, the responsibilities and positions among members were not very clear, and there was a lack of communication among team members. These problems are common problems in the formative period. When a team is formed, it is necessary to make clear the objectives of the team, the responsibilities of each person, the standard system of the team and the training of employees. The leader of the whole team should build a good communication bridge for members, suggest good communication and mutual trust, and lay a solid foundation for the team.
2. Stirring period
In the process of team development, differences in personality, attitudes and viewpoints among members will lead to contradictions, and members will show dissatisfaction and frustration with the role and expectations of the team, which will make the relationship between teams encounter great challenges. During this period, the team should reserve and establish work norms to constrain and balance work standards.
3, specification period
To successfully pass the standardization period, the culture and atmosphere of the team are extremely important. The formation of team cooperation consciousness, team spirit and team cohesion is the most important at this stage, so as to make the team develop more smoothly and better, and it is also more conducive to the future development of the team.
4. Adoption period
After successfully passing the standard period, the development of the team gradually stabilized. In the implementation period, the team should show an open and frank state, communicate everything in time and solve various problems together. At this stage, leaders should adjust their work processes and methods at any time according to business needs, effectively promote the exchange of experience and technology among members, and improve work efficiency and management efficiency.
5. Adjustment period
When each team develops to a certain period, it will eventually move towards the adjustment period. At this stage, either disband or form a new team, or be ordered to rectify because of poor team performance.