Staff Training System Designing Of Postal Savings Bank Acheng Sub-branch

With the increasing acceleration of economic globalization and the gradualopening of China’s financial market，more and more financial institutions participatein the competition. Especially after policy banks have some functions of commercialbanks, the competition among banking industry becomes even more severe. Inaddition, along with China’s deepening reform and opening up, great changes havetaken place in the social requirement for financial services. It will be an eternaltheme for a bank to stand out and grow up steadily, to keep up with the rapid pace ofsociety and meet the increasing customers’ financial-service requirements. Thehuman resource accumulation and its quality of one enterprise is the mostfundamental guarantee of this comprehensive ability. Staff, as the first driving forceof the development of the enterprise, will present its core value step by step. As aresult, great importance will be attached to staff’s accumulation and theirimprovement by banking enterprises. Acheng Sub-Branch Banking of Postal SavingsBank is a new bank whose staff is mainly assigned from Postal Savings andRemittance Bureau and Post Office. These staff needs to improve their academicrecords, professionalism and comprehensive abilities. Compared with other banks inAcheng District, Acheng Sub-Branch is deficient in the personnel structure andtalent reserve. Therefore, Acheng Sub-Branch should expand its human resourcesand improve the existing personnel’s professional skills and comprehensive abilitiesas soon as possible in the increasingly intensified competition of talents. Generally,there are two ways for a bank to enlarge its human resource reserve and to improve its human resource structure: one is recruiting new staff; the other is training theexisting staff. Recruitment includes the introduction of new graduates and high-endtalents. From the view of practice, new graduates need time and training todemonstrate their knowledge for lack of working experience. In consequence, newemployees don’t have direct and immediate effect on the problem of talent shortage.As to the introduction of advanced talents, it’s also hard to realize. Now, almost allmajor banks have strengthened the protection of advanced talents. Hence, it’s key toreinforce the training of existing staff and thus to improve their comprehensiveability and loyaltyCombined with the above point of views, this thesis analyzes the existingproblems of staff training in Acheng Sub-Branch by studying its staff training systemdesign. At the same time, this thesis explores some specific methods to lift itsoperating performance through improving employees’ learning ability and enhancingthe overall learning environment. By using the relative theory of human resourcetraining and developing, this thesis systematically analyzes the current situation oftraining system at Acheng Sub-Branch by questionnaire, employee’s discussion andleader’s interview. Combining practical experience of top enterprises home andabroad, the thesis collects a wealth of useful information to design a training systemthat suits the actual situation of Acheng Sub-Branch. In consideration of the fact thatstaff should be all-embracing and also in order to ensure the correctness of thetraining plan in the process of implementation, the author put forward some relevantguarantee measures to lay the foundation of improvement of the quality of humanresources in Acheng Sub-Branch.