Research On The Optimization Of Staff Allocation In The Sales Department Of The N Branch Of Bank Of China Based On The Competency Model

With the global economic integration and the rise of Internet finance,traditional state-owned commercial banks are facing a huge impact.In recent years,the opening up of China’s financial industry to the outside world has been deepening,foreign banks have entered the Chinese market in a big way,and competition in the domestic interbank market has intensified.At the same time,the rapid development of the Internet finance industry has also put greater pressure on the banking sector,the epidemic of the COVID-19 has had a significant impact on the real economy,and the prospects for global economic recovery have further deteriorated.In the face of this challenge,the level of human resource management of commercial banks is an important factor in determining whether they can stand on their own in the crisis and competition.At present,the traditional human resource job allocation system of traditional state-owned commercial banks lacks advanced analysis and measurement means,the matching degree of people and jobs is low,the talent evaluation mechanism is not perfect,and the promotion channel is narrow,which seriously restricts the development of state-owned commercial banks.Therefore,studying the job configuration optimization of commercial banks has a positive effect on enhancing the development potential and overall service level of banks.In this paper,we take Bank of China N branch’s business department as the research object to study the optimization of staff job allocation by constructing a competency model.Through the Bank of China N branch business department organizational structure,human resources composition and management positions and business operation positions of job responsibilities and workflow of the current situation of job allocation,with the help of interviews and research to further analyze the N branch business department staff job allocation problems are: job allocation system problems,internal environment problems and internal working methods and methods of problems.Through a proven means to solve the current problems in the process of staff job allocation in the branch sales department is the key to optimize job allocation.Therefore,this paper studies the optimization of branch sales department job allocation by constructing a competency model.This study combines field research,the initial extraction of the competency quality of the management class and business operation class employees of the branch business department,and the extracted competency quality with the help of questionnaire survey method for exploratory factor analysis,reliability and validity analysis,and finally determine the 4dimensions of 16 factors management class and business operation class job competency model respectively.The model has a positive impact on the allocation of staff positions and even the improvement of overall human resource management in the branch sales department.This study creatively makes full use of the competency model in the optimization of the bank’s job allocation,from job analysis and matching,selection and promotion,training,performance management and incentive mechanisms to improve the quality of staffing and the formation of a virtuous allocation cycle,and the formation of a guarantee mechanism,making the model more scientific and operable.