Q Bank Manager Competency-based Training System Design

With the slowdown in the international and domestic economic growth, structural and cyclical factors are intertwined, banks, especially the presence of large state-owned bank outlets management and market competition issues are also increasingly prominent. Head of outlets played a key role in the development of business banks. The purpose of this study is to answer three questions:First, what’s wrong with the current Q-bank training system and why; the second is how to build a Q-bank competency-based training system; third is how to guarantee efficient operation of training system.In order to answer these questions, this paper goes on a systematic study of Chinese and foreign training theory and competence theory,and it analyses the advantages and significance of the competency-based training system compared to the traditional training system;Based on competency theory and research status,it built a competency model for outlet leaders of Q-bank using questionnaires and behavioral event interview; And further combined with the actual situation and the bank industry characteristics,this article optimizes the model training process of training system for outlet leaders of Q-bank, including training needs analysis, training planning, training implementation and training effectiveness evaluation and feedback. At the same time,it put forward a series of measures to protect the training system on construction of training mechanisms,team building of teaching staff, optimization of training evaluation feedback system and competency-based career management of outlets of Q-bank.This paper draw three conclusions:Firstly, competency-based training system can not provide long-term and systematic support to the rising value of the sustainable and efficient enterprise human capital,unless it stands in line with the corporate strategy and integrates with the other enterprise management chains. Secondly, scientific and reasonable competency model should be based on corporate strategy and culture, the using of competency tool is an effective way to achieve actual effect for the training system, the extraction of the competency quality is the core part of the success of the training system, the building of competency model should advance with the times. Third, the development of employees and the development of the company are inseparable.The competency of the outlet leaders should be based on the company strategy, that is to say, a personal and professional development should get closely together in order to achieve common progress.In this paper, there are two innovations. First, the theory and practice matches well.Combined with corporate strategy, employee job responsibilities and career management, it designed a scientific and realistic competency model and competency-based training system for the outlet leaders of Q-bank.This is an innovative application of competency model in the training management level of outlet leaders in commercial banks. Second, on the basis of enterprise strategy and enterprise culture, this paper keeps pace with the times to adjust and optimize the training system for Q-bank,especially it makes some innovations in Q-bank training mechanism construction, training means and methods, training resources and incentive mechanism based-on competency.