Strengthening the training work and directly integrating the training function into the process of enterprise strategy implementation is an important means to ensure the realization of the strategic objectives of commercial banks' business development. However, looking at the talent training of domestic commercial banks, the training is basically not combined with its own development strategy, and the phenomena of randomness, blindness, low-level repetition, formalism and "treating the symptoms but not the root cause" are widespread. 2. The training system is not perfect.
In order to adapt to market competition, commercial banks should establish a unified training responsibility system and a support and guarantee system in which professional ethics construction and business ability training are carried out simultaneously, and form a coordinated and efficient training pattern in which all levels and departments perform their duties, cooperate closely and employees participate extensively. The basic model is still in its infancy. 3. The training method is simple and the training process is discontinuous. The training organized by superior banks and grass-roots banks is often in general terms. Let's listen to it below. After the lecture, there will be an exam, all from theory to theory, so that participants will also mix up their study time. 4. Employees have no awareness of learning and improving their own quality. In practical work, employees often passively cope with all kinds of examinations, competitions, and posts that meet the standards. Coupled with the pressure of business assessment and work tasks, they have a weak consciousness and desire to consciously learn business knowledge and practice business technology, and lack due purpose. Especially the front-line employees. Taking training as an important means to promote the implementation of the strategy, give full play to the role of training in improving performance and enhancing the competitiveness of enterprises; Combine training with employees' career development, effectively mobilize employees' enthusiasm for training, adhere to the combination of enterprise training and employees' autonomous learning, and create a good atmosphere in which everyone needs to learn, everyone has the opportunity to learn, and everyone takes the initiative to learn. I would like to make a few personal suggestions: First, we should pay attention to writing articles on the training content. Expand training channels, innovate training methods, enrich training methods, and introduce a variety of training forms to improve the flexibility and adaptability of training.
Strengthen cooperation with universities and training institutions, hire experts, professors and professional trainers, and establish stable cooperative relations. Organize employee training through various forms and channels, expand the training coverage, and create good conditions for employees to learn advanced management concepts and related business knowledge and create a learning organization. Second, improve the training organization and responsibility system.
1. Set up a training leading group to decide the training policy and focus of the whole bank.
2. The president in charge is responsible for the training of employees within his jurisdiction, communicates with employees in a timely manner through various means, strengthens the training planning and development guidance for employees within his jurisdiction, and timely guides the training according to the development and business strategy.
3. Strengthen the training assessment, quantify the training assessment results, and incorporate the training assessment results into the annual assessment index system of the leading bodies and principals of each unit. Third, do a good job of guidance and encouragement. The effect of employee training depends largely on their own initiative, and it is very difficult to improve the quality of employees only by instilling in a few classes. At present, the motivation of grass-roots employees to update their knowledge is insufficient, and some just consider retiring in their forties for several years without making progress. In stimulating learning enthusiasm, coercion and induction are far less rapid, effective and lasting than mobilizing one's inner desires. Therefore, in employee training, necessary guidance and incentive measures should be taken to make employees change from passive indoctrination to active exploration. In addition to encouraging employees through competitions, certificates and optimized combinations, what kind of knowledge we want employees to learn, what level we want employees to reach and what kind of talents we need must be conveyed to the employees of the whole bank in a certain way, and corresponding incentive measures should be taken. In order to encourage employees to participate in on-the-job education, the current human resources policy that overemphasizes the first degree has dampened the enthusiasm of some employees to participate in on-the-job education. Although the quality of some adult colleges and universities is poor and their diplomas are mixed, studying a professional subject systematically can really improve the knowledge structure of employees and broaden their knowledge. On this issue, we should consider the previous education and the highest education as a whole, establish a scientific selection and employment mechanism based on work performance and ability, abandon the human resources policy of only education, only age and only qualifications in the planned economy era, and encourage employees to take the social security examination. For example, provincial banks specifically encourage fund sales agents to take the qualification examination for securities practitioners, and the head office encourages employees to take the financial English certificate examination. These practices are all very good. On the one hand, in the face of fierce social competition, some employees have the desire to test social certificates. On the other hand, our Agricultural Bank really needs such talents. Through our guidance and encouragement, employees get relevant certificates or learn relevant knowledge with the support of ABC, which not only improves their own quality, but also has a further sense of belonging and loyalty to ABC. Fourth, we should pay attention to the use of flexible and diverse learning and training methods. At present, the aging phenomenon of front-line employees is more serious. Our training is to make efforts to keep employees' minds, knowledge and skills from aging. However, we have to admit that due to the increase of age, the memory and flexibility of employees have declined to some extent, and the effect of classroom indoctrination alone may not be ideal. Therefore, we should pay attention to using a variety of flexible and lively learning methods. You can use forums, exchange experiences, knowledge contests, etc. Grass-roots employees are scattered in various business outlets, so it is difficult to conduct regular centralized and unified training. At present, our computer network is directly connected with grass-roots banks, so we can make full use of our network advantages to establish a distance education network. Higher-level banks can consider building a question bank and an online answering system according to their majors, which are open in their spare time all year round. You can answer questions online and implement the integral system. Those who reach a certain level will be given certain material and honor rewards, and education will be entertaining, so that employees can not only learn business knowledge, but also improve their computer application level. More importantly, they can enhance the interest and fun of learning. For employees who are too lazy to make progress, we should do a good job in ideological education, so that employees can fully realize the importance and urgency of improving their professional quality, really sit down, concentrate on learning job knowledge, practice job skills, be an expert in this position, and win the position and future by hard work, solid work, excellent professional skills and outstanding work performance.