C Bank Staff Career Management System Build

By the high-speed development of these decades after the reform and opening up, various operational indicators and management level of China's finance have been significant progressed. Large state-owned commercial banks, joint-stock banks, city commercial banks, town and village banks, postal savings banks, foreign banks, all kinds of financial guarantees, leasing, insurance companies are all blossoming out. It brings China's financial industry into a completely new situation, as well as the competition of this industry is keener. As the 2008 U.S. sub-prime mortgage crisis broke out, both China's financial industry and the global financial industry get into a fateful difficulty, and the development of the domestic banking sector is facing enormous challenges and threats. As small and medium commercial banks, how to compete in the market to seek their own living space, how to find opportunities in challenges and win a,place, those are difficult choices. As the rapid development of the global economy today, competition has been transformed into human resources from material resources. Only with effective types of human resources in order to better achieve corporate strategic development goals. Therefore, small and medium commercial banks must reform from the past personnel management into a modern human resources management, and mention it to the organization's strategic level, in order to give full play of human resources in the development of the organization. After the development of Human Resource Management in China in the past few years, although we make some progress and academic achievements in the sectors of wages, performance and personnel management, but the career management also looked very pale. Through the development of human resource management of western counties, career management is a certain product of the human resource management developing to the advanced stage. The career management of the Chinese enterprises is still in the initial stage. Some scholars have studied a number of theoretical results, but never established a scientific and comprehensive career management system. It also proves that the career management will be the emphasis and core of human resource management research in the future. And it is also the purpose and significance of this study.In this paper, referring to the relevant literature and on the basis of actual work, it firstly sorts out the current theories on the career development and summarizes the relevant primary ideas and developments. As the background of C bank career development management, this paper discusses and analyzes the market environment and internal career management problems who the domestic financial industry and C bank are facing, and then reengineers the process of internal career management of bank with the reform of C bank's salary system, and improves correlative systems and methods, according to ensure the bank's human resource export effect, and supplying the guarantee of human resource for bank's exterior competition. Finally through the practical application, this paper analyzes the results of new program, and bring forward improved thinking and advice for the problems and bugs existing in the process of implementation. And it is sure to bring career management in C bank's development strategy into play. In the absence of the cases of other small and medium banks, the author designs systematic and practical career development corridors, develops comparatively comprehensive management systems and get some research results entirely through learning by itself and combining with the actual situation. The more important is that it is supported by the leaders of C bank and recognized by the staffs. We hope that it can gives the other similar corporate some illumination and reference.