Research On Training System Optimization Of Middle-class Managers In LY Bank

Since the 18 th National Congress of the Communist party of China(CPC),China's banking industry has entered a period of profound adjustment.On the other hand,the Internet,big data,artificial intelligence and other technologies are changing with each passing day,and the financial industry is facing increasingly frequent external shocks and cross-border challenges.Middle-class managers play a very important role in various positions in the bank,such as uploading and giving orders,implementing strategies,guiding business,coaching and so on.Therefore,the training of middle-class managers is the top priority in the bank training system.This paper takes LY bank of Henan province as the research object,and analyzes the main problems existing in the training of middle-class managers.First,the analysis of training needs is out of step with the company's development strategy.The training needs are too busy to cope with the phased work and the training focus is not prominent.Second,the training course design is out of touch with the post competency of middle-class managers,the course design is superficial,and the pertinence of improving the post competency of middle-class managers is not prominent.Third,the training implementation process is out of touch with the learning characteristics of middle managers.The traditional implementation process does not play a prominent role in stimulating the learning enthusiasm of middle-class managers.Fourth,the training evaluation is out of touch with the promotion of the competence of middle-class managers.The evaluation is a mere formality and the effectiveness of the training evaluation is not outstanding.Fifth,middle-class managers have different training concepts,and lack of effective guarantee mechanism,resulting in uneven training participation and difficult to guarantee the effect.As an important executor and participant of the company's strategy,the middle-class managers firstly analyzed the development strategy of LY bank in the training optimization stage,built the competency model of middle-class managers around the development strategy,and proposed five training optimization measures.First,we should combine training needs with development strategies,job competency and phased work priorities,and optimize the long-term talent development plan and annual training plan to highlight the key points.The second is to optimize the training course system for middle-class managers to make it more targeted by focusing on the competency gap.Third,according to the learning characteristics of middle-class managers,optimize the training implementation methods,innovate the training channels,and stimulate the enthusiasm of training participation.Fourth,adopt the four-level assessment method to optimize the form of middle-class managers' training and assessment,and focus on evaluating the improvement effect of their post competency.Fifth,optimize training supporting measures to ensure the training effect of middle-class managers.