Research On Construction Of Competency Model For The Tellers In Hebei Branch Of X Bank

At present,China's banking is facing very complicated situations and serious challenges:externally,economic globalization is an inevitable trend of world economic development,it is the economic basis for building a community with a shared future for mankind too,with the coming of economic globalization,transnational financial activities are also developing rapidly.Financial globalization has become the future of global economy.With the development of economy,China's financial industry is opening to the outside world gradually,China's banking has to face the growing influence of the international financial market;internally,the banking is facing competitions from other bank competitors as well as the encirclement of non-bank financial institutions such as security,trust and e-finance.We can see the overall image of a person through the mirror.A teller is a mirror of a bank,which directly represents and reflects the overall image of a bank,the level of business and service capabilities of a teller will bring the most direct feelings to customers.Now,the competition of banking is becoming more and more white heat,service has become a reflection of the competitiveness of banks,it is also an indispensable organic carrier for bank operation.Teller is also the transmitter of the service ability,which plays an irreplaceable role in the future development of the bank.At the same time,banks have ignored the importance of the teller groups,there is a widespread lack of attention to tellers.Hebei Branch of X Bank takes the campus recruitment as the single channel for branches to recruit tellers.In the recruitment process,all the recruited personnel are college degree or above,they have the unquestionable level of educations,but there is no recruitment standard for tellers,after joining the bank,all of the new employees are assigned to the bank counter as tellers,and there is no systematic employee matching system.Some employees with high academic background and high theoretical level are unable to display their talents at the bank counter,and their confidence in work has gradually lost,leading to an increase in turn-over rates year by year.After joining the bank,the assessment of the tellers is unscientific,and the work intensity of the tellers is seriously inconsistent with the actualincome,as a result,the employees who are suitable for the position,have strong practical skills,and performing well,they are eager to transfer to other positions,they have lost the patience to the work,and the rate of leaving job is getting higher and higher.At the same time,the continuous training and educating can't match the requirements,as a result,the old employees have lost the working abilities and the sense of responsibility,they can't meet the requirements of modern banking services.The above points lead to the inefficient handling of bank counter business of Hebei Branch,and a vicious cycle of new recruits every year,shortage of staff every year in the branch teller posts has appeared.This paper takes the tellers of Hebei Branch of X bank as the research object,through the tellers satisfaction questionnaire survey and manager interview survey,summarizing the main problems of current bank teller management of Hebei Branch,and combines the post duties of tellers of Hebei Branch,based on the analysis of the talent management status of the bank teller of Hebei Branch,the necessity of constructing a competency model for bank teller of Hebei Branch is pointed out.Then using behavioral event interviews,questionnaires and other research methods to pick up the competency characteristics of the tellers,and using the factor analysis method by SPSSAU to explore and verify the questionnaire data to build the competency model of tellers.At last,based on the actual situation,the competency model is applied to the four human resource management tasks such as the recruitment and selection,training,performance appraisal and salary management,rank promotion of tellers.