The State-owned Commercial Bank Employee Training Studies

With the update of bank business is speeding up and customer financial needs are growing,the four state-owned commercial bank could never ignore the obstacles for their developmentwhich caused by the shortcomings in the fields of human resources management. There are manyreality problems which are unavoidable for state-owned commercial Banks, such as theemployee training is far behind the business development, personnel quality is relativelybackward, human resources loss seriously, and so on. Therefore, how to organize employeetraining, improve employees’ comprehensive quality, have become the urgent issues for thestate-owned commercial banks.Compared with the international advanced commercial banks, the management of thehuman resources of state-owned commercial banks has distinct characteristics. First, since thelimitation of the recruitment range of state-owned commercial banks, it is hard to acquire seniormanager through the introduction the in the talent market of heat competition. Secondly, with theupdate of financial products constantly speeding up, according to the insufficient of products’diversity of state-owned commercial banks, their human capital value and depreciation are morequickly compared to other Banks. In view of the above characteristics, We can’t derivative of thepractice of the west in state-owned commercial bank employee training study, but shouldproposed the practical theory and method which are fitful for the enterprise in the basis ofabsorbing their essence.This article summarized the development stage and current situation of employee trainingof ABC in Shandong, and designed the survey with six dimensions on the basis of that (scienceof training plan, sanity of training organization system construction, effectiveness of trainingresources management, standardization of training project process management, rationality oftraining content, effect of major training project implementation), it is concluded that the stafftraining in ABC in Shandong exists the problems as follows: be lack of scientific planning andplan, training system is imperfect, training process is not standard, training content and methodcan not meet the needs of the staff training, and training resources management does not reachthe designated position, major training project implementation effect is not ideal and so on.Through the deep analysis, we decided to put the following contents as the new work thinking,” solve the problem as the guidance, the bank strategy as a guide, service the core demand as thegoal, and the staff self development as the breakthrough point", then constructed the frameworkof employee training work of ABC in Shandong, forward the countermeasures and Suggestionsof system, in order to making every effort for its future employee training help, and providingreference for other state-owned commercial Banks.