Research On The Competency Of Middle Managers In ZY Bank

Recent years have witnessed the ceaseless momentum of local financial industry,which prompts the ever-growing competition between urban commercial banks.The reform and reorganization of urban commercial banks led by local governments aim to boost the efficiency in coping with competition,in an effort to directly obtain more opportunities to improve the banks’ managerial and technical competence,attract more high-quality talents,improve the overall operating performance and enhance the risk-resisting ability with highly-efficient organizational system optimization and reorganization,hence contributing to the growth of local economy.In 2014,ZY Bank was formed by newly establishing and merging 13 urban commercial banks within the province,and in 2022,it finalized its reform and reorganization by merging Luoyang Bank,Pingdingshan Bank and Bank of China Travel Service in Jiaozuo.At present,ZY Bank is undergoing a series of transformations,such as the integration of organizational structure and middle management personnel,reshaping corporate culture,and the integration and reconstruction of business processes.Middle managers of banks are key talents,serve as the boosters of the reform and development of banks,as well as implementers of strategies in the competition.The competency of middle managers,to some extent,exerts direct influence on the smooth implementation of enterprise strategies,whether the market share can be quickly seized,and the endless improvement of market competitiveness.In light of the developmental features of ZY Bank in the new stage and the requirements for strategic development,this paper focuses the study on the middle managers of the head office of ZY Bank.Firstly,it illustrates the concept of middle managers and competency,and reviews the status quo of domestic and foreign scholars’ studies on competency and competency model,as well as relevant theoretical basis.Secondly,by means of literature review and interview,this paper selects and settles on competency elements,and preliminarily clarifies the competency model index of middle managers,and then constructs and tests the competency model by means of questionnaire survey,analytic hierarchy process,etc.Thirdly,the model is used to evaluate middle-level managers,and such following problems about middle-level managers’ competency are analyzed based on the evaluation results: firstly,the strategic talent reserve is insufficient;secondly,the selection and recruitment system of middle managers is imperfect;thirdly,the training is a matter of formality;fourthly,the performance appraisal mechanism is too rigid.Finally,this paper puts forward strategies to improve the competency of middle managers based on the competency model from these aspects,including strategic talent inventory,holistic talent selection and recruitment,targeted reserve training and dynamic performance evaluation.This paper analyzes the status quo of middle managers in ZY Bank,and builds a competency model to appraise the competency of middle managers.It reveals the existing problems and causes by referring to the measurable feature of the competency model,and puts forward specific strategies for improvement by referring to theories including person-post matching and competency iceberg model.It provides a theoretical basis for subsequent research on the competency model of middle managers in urban commercial banks,as well as provides some inspiration and reference for the human resource management of domestic banks.