Keywords: Ideological and Political Work Agricultural Development Bank With the acceleration of business expansion and the gradual improvement of work requirements, the work pressure of Agricultural Development Bank is prominent. Especially under the objective conditions of the current shortage of human resources in Agricultural Development Bank, how to effectively implement policies and decisions, maintain the development momentum and ensure the development results has become a major problem that puzzles banks at all levels. From the perspective of grass-roots banks, aging personnel, shortage of manpower and low quality are the primary problems that restrict the pace of development and even cause operational risks. First, starting from people-oriented, always adhere to the working principles and methods of deepening and serving employees. As far as grass-roots agricultural development bank is concerned, people-oriented means taking employees as the primary force for starting a business, as the service subject of management, as the personal development of employees, as the improvement of employees' recognition of branches and units, as the primary basis for analysis, decision-making and action of branches, and as the key criterion for judging the effectiveness of branches. Always keep employees' joys and sorrows in mind, truly empathize with employees' joys and sorrows, and serve employees sincerely. One is to actively understand employees. Implement the "five must visit and six must talk", go deep into the family and have a sincere dialogue. "Depth" is the key in the work. Some people allude to cadres who are divorced from the masses: "The more roads are built, the better, but the leaders are getting farther and farther away from employees, and communication is becoming more and more developed, but cadres are less and less listening to the voices of employees. "Our grass-roots party branches must go deep into the workers to listen to the truth, understand and master the ideological trends of the workers in time, and really tighten the' nerve' of the party organization and connect it to every worker. The second is to fully understand employees. Most of the staff's ideological fluctuations come from lack of understanding and communication. There are two reasons why employees are emotional and even petition. Either the grassroots cadres can't solve the difficulties or the unfair grassroots can't solve them, so they ask their superiors for advice. When encountering the problems and contradictions of employees, we can't take methods such as hiding and dragging, which leads to more and more contradictions. On the basis of full understanding, we must face up to the problem, talk to employees, talk about difficulties, talk about ideas, listen patiently and pay close attention. The third is to be good at resolving contradictions. The key to solving contradictions is full communication, and the key to communicating with employees is sincerity. Carnegie once said: It is a quick and simple way to impress people and an inevitable condition to integrate their enthusiasm and experience into the conversation. There are no hard-to-face employees, only grass-roots party organizations whose work is not in place. Only by truly listening to employees' voices, obeying employees' wishes, solving employees' difficulties, taking employees' emotions as the first signal, taking employees' needs as the first choice, and taking employees' satisfaction as the first standard, can employees truly respond to their voices and expect me to do something to fully mobilize their enthusiasm for participating in and supporting reform and development. The second is to carry forward the righteousness, master the rudder, and firmly grasp the development direction of striving for Excellence, doing practical things, harmony and health. "Virtue is the foundation of a career. No one has a solid foundation and a long-lasting foundation." Moral cultivation is the foundation of social atmosphere. For a county branch, there is also a "small atmosphere" of the big society. This kind of "petty" should not be underestimated, which not only affects the level of a leading group, but also "infects" each other within the unit, affects every employee and even affects the success or failure of the cause. If the wind is right, it will be smooth, and if it is smooth, it will be harmonious. If it is harmonious, it will be full of strength and it will be expected to be excellent. As a grass-roots party branch, we should take the construction of work style as the key content, always insist on starting from the team members and bring out an excellent team with excellent business and style. First, honesty and trustworthiness. "Believers are the foundation of officials, but with the trust of the people, there is no doubt that things can be gathered." As a leading cadre, he is the "head" of employees. Without basic credit, he is out of the question. We must adhere to the supremacy of credit, do what we say, and don't procrastinate. At the same time, it is also necessary to strengthen the analysis and research in decision-making, so as to avoid making a statement easily, failing to implement it in place, and losing faith in employees. The second is to act fairly and honestly. Adhere to the principle of justice, treat people equally, handle affairs impartially, do not judge the merits by personal interests and preferences, do not "draw conclusions" to any employee by inertia thinking or temporary shortcomings, and treat people consistently, fairly and justly. At the same time, we should pay attention to "one drop and one liter", that is, "cooling down" employees who are too strong and arrogant, and improving confidence in employees with poor foundation and weakness. "A hundred rivers, tolerance is great." As a leading cadre, we should show our mind and tolerance everywhere, be level with a bowl of water, be good at listening to and accepting different opinions and behaviors, and give consideration to efficiency and fairness. The third is to strictly observe discipline. "The gentleman is harmonious but different, and the villain is not harmonious." In other words, we can't just talk about harmony, not principles. Grass-roots banks are the frontier of implementing national policies and management, and the "nerve endings" of implementing decisions and serving customers. People-oriented management should rely on both "emotion" and "law". Otherwise, don't be intimate, don't be extremely noble, break away from the law, and take institutional norms as the only criterion for governance. Habit always has two directions. If the management is soft for a long time, employees will develop the bad habit of doing things by feeling and impression. In the long run, there will be big problems. Therefore, strengthening management should pay more attention to daily life, details and implementation. Implement the system norms into the hearts of every employee, and form a good habit for every employee to consciously abide by the rules. Thirdly, strengthening study, taking improving the personal quality of employees and enhancing the overall team coordination as the top priority, is the key to improving the development of grassroots agricultural development bank. Under the current situation, grass-roots party branches must unswervingly strengthen the construction of learning-oriented organizations, take various measures simultaneously, innovate constantly, enhance foresight with learning ability, enhance creativity with learning ability, enhance cohesion with learning ability, enhance coordination with learning ability, promote the execution of the whole bank with the overall improvement of learning ability, and promote the all-round development of all work in the bank. The first is to create a learning atmosphere. Persistence is the key to study habits, and cultivation is the most important. We must seek truth from facts, step by step, slow and meticulous, and step by step. As a county branch, there are fewer people and more tasks. The organization and development of learning depends not only on the guarantee of system and organization, but also on the "three leaders" of party branches. Namely: 1. Make a good start in ensuring the study time. Busy work and many things cannot be an excuse that study time cannot be guaranteed. We should make time to study as much as possible and find time to study as much as possible. Second, make a good start in ensuring the quality of learning. We should be down-to-earth in our study, set an example in both study notes and research articles, and share good experiences and new knowledge with you in combination with our own majors. Third, make a good start in ensuring the effectiveness of learning. We should actively carry out criticism and self-criticism in our work in combination with study, take the initiative to innovate in our work, take a self-denial attitude, show the spirit of Excellence, and constantly improve and progress in our study and practice. Leaders take the lead in learning, and the learning atmosphere is natural. The second is to grasp the learning direction. Last year, the General Office of the Central Committee of the CPC issued the Opinions on Promoting the Construction of Learning-oriented Party Organizations, which set clear requirements for the whole Party on what to learn and how to learn. One of the core ideas of the Opinions is to seek truth from facts and avoid formalism. As a county branch, we should strive for pertinence and effectiveness and avoid overwhelming and cursory visits; It is necessary to identify the "soft spots" of knowledge and skills and solve the outstanding problems that affect work in study as soon as possible. At present, the focus is on strengthening the study and application of laws, regulations and rules. Ignorant and fearless. Comrades work hard, and there may be a gap in institutional learning. If the unit fails to organize, supervise, check and fill the gaps in time, and the employees violate the rules because they don't know or understand, then they will be accused as leaders. Third, we should always study hard. To establish a working organization, the president in charge should be personally responsible, the office should set up a special person to be responsible for the daily work such as the formulation of study plans and the arrangement of files, and the credit and accounting departments should designate a comrade to be responsible for contacting and arranging related work, establishing study files and establishing a supervision and assessment mechanism. We should persist in encouraging employees to pursue advanced studies by themselves and take various social qualification examinations. Employees who are self-taught and improve their academic qualifications and degrees shall be commended and rewarded according to standards. For those who take the prescribed social qualification examination, according to the standards prescribed by the superior bank, they will be given policy support such as reimbursement of registration fees and one-time rewards for passing the examination, so as to further improve the enthusiasm of employees. At the end of each year, employees who have made achievements in that year should be praised and included in the performance file. Advocating a learning method is to reflect and evaluate one's own work through learning, and to form opinions and suggestions for improving work and improving efficiency through learning practice. Every employee should be strict with himself, improve his level in study and improve his work in practice. Any opinions and suggestions adopted by the superior bank or the Bank shall be recorded in the performance file and rewarded in time. Fourth, boost and inspire employees' confidence and fighting spirit to actively participate in reform and development with development achievements. Since the 57th executive meeting in the State Council, the national macro-policy and industry development situation have provided rare development space for the Agricultural Development Bank. The whole bank seized the opportunity and won the leap-forward development of business in the rapid and steady development. In recent years, grass-roots employees have personally felt that the business field of Agricultural Development Bank has expanded rapidly, the loan scale has developed by leaps and bounds, the loan quality has been accelerated and optimized, and the business performance has been significantly improved, achieving the simultaneous development of scale, quality and efficiency, and achieving the dual goals of boosting local economic development and enhancing their own strength. Superior leaders, local party and government, all walks of life, mainstream media and other highly praised and widely concerned. Make every employee of Agricultural Development Bank stand up, stand straight, full of confidence and be more proud. In the past, doubts about the survival and development of the Agricultural Development Bank disappeared, and worries about business stagnation decreased. More is the hope and longing for the future tomorrow, and more is the desire to accelerate reform and development. At present, the Party branch of grass-roots banks should seize the rare opportunity to encourage and encourage all employees to bite the bullet, work hard, take the overall situation into account, cooperate closely, spur themselves, constantly pursue higher efficiency and better performance, and promote the continuous development and growth of our cause. First, we should enhance employees' sense of ownership. We * * * create harmony with employees, * * * seek development and * * * enjoy the results, which is to truly treat employees as the owners of the unit. Only in this way can we really mobilize our enthusiasm and initiative. For grass-roots branches, it is necessary to do a good job in learning and publicity, learn the relevant policies of the Bank's reform and development, and let employees know the future development direction; We should do a good job in business promotion, publicize and inform employees of the development of the whole bank in time, and let employees know our current advantages and difficulties. It is necessary to promote employees' participation in management with a positive and sincere attitude, encourage employees' supervision, and truly implant the concepts of happiness and shame into every employee's heart. The second is to promote the personal development of employees. "Being kind to employees means being kind to enterprises." Only when employees develop can the unit win sustained and healthy development. Be kind to employees, employees will love the unit more, and finally the unit will grow and develop. To promote employees' personal development, we should focus on comprehensively improving employees' mental outlook, business ability and work performance, encourage and support employees to pursue Excellence, guide and boost employees' innovation, synchronize employees' progress and promotion with the reform and development of the unit, enhance employees' sense of pride and belonging, and have confidence in the long-term development of the Agricultural Development Bank. The third is to drive employees to work hard. Comrade Lu Zhangong, secretary of the Henan Provincial Party Committee, once explained the truth of work in plain language: "Being a good leading cadre is complicated to say, but actually very simple. I think it is enough to do two things well: one is to correct the atmosphere, and the other is to do a good job. " At present, the grass-roots banking business is developing rapidly, which requires higher business knowledge and skills. Except for a few young business backbones who can basically adapt and master, other personnel are influenced and restricted by many factors such as lack of basic knowledge, lack of practical experience and limited training environment, and they are passive and backward. We can only choose to superimpose a lot of repetitive work on the main business backbone, which not only wastes human resources, but also affects the thinking and innovation in enterprise management. There is no doubt that we carry out the system and implement it. How to prevent and resolve compliance risks and operational risks is the primary problem to be solved at present, and it is also the core content of our firm implementation and solid work. This year, the county sub-branch put forward the working idea of "exerting strength inward", that is, putting management in a more prominent position, not seeking short-term benefits, but seeking long-term development. If one year fails, work for two years, and if two years fail, work for three years. Determined to take the operation and management of grass-roots banks as a long-term systematic project under the leadership of branches, improve the quality of the whole bank and do a good job in system implementation. About the author: Luo Kun, male, born in 1976, economist, president of huixian city Branch.