| During the 14 th Five-Year Plan period,the rural revitalization strategy is comprehensively implementing by our government,promoting the western development to form a new pattern.In this context,finance,as the core of modern economy,has become one of the keys to solve the "three-rural problems" and the new rural construction.With the five-year action of "strengthening the provincial capital" in Guizhou and the upgrading of the financial industry in Guiyang and Gui’an,rural financial institutions play a leading role in the financial elements of rural revitalization in Guizhou.As the first resource,the "introduction,breeding,use and retention" of financial talents reflects to a large extent the comprehensive competitive strength of a bank.Designing and implementing career development channels in line with the actual situation of financial institutions,and optimizing and improving career management are important issues facing rural financial institutions in Guizhou.This paper takes agricultural business behavior of G,a local financial institution in Guizhou Province,as the research object,through introducing the relevant theories of career management such as person-position matching and career anchor,and taking the methods of literature review,investigation and research,interview,etc.,to conduct in-depth research on its problems in the career development channel of customer managers,and finds that the bank mainly has the following five problems.First,career promotion is excessively concentrated in the management sequence;The second is that the number of professional and technical posts is relatively small and the number of landing is small;Third,the horizontal flow between the two channels and between different posts is not smooth;Fourth,career planning guidance and evaluation feedback are insufficient;Fifth,the access to job-related information is blocked.In view of the problems found,this paper analyzes the causes,and designs an optimization plan for the customer manager career development channel for Rural Commercial Bank G based on the relevant theories of career management such as person-position matching and career anchor,and puts forward six optimization measures according to the optimization process: first,optimize the customer manager horizontal and vertical career development channel;Second,improve the professional development system and norms of customer managers;The third is to guide employees to carry out their own professional assessment;Fourth,do a good job in career planning training;Fifth,follow up the implementation of career development plan;Sixth,regularly review and evaluate,revise and improve the career development channel.In order to ensure the practicality and sustainability of the optimization measures for the career development channel of customer managers of G Rural Commercial Bank,four aspects of security measures are also proposed,including organizational security,ideological security,cultural security,and technical security.By optimizing the career development channel of customer managers,we can further mobilize the enthusiasm of customer managers of G Rural Commercial Bank and maintain the stability of customer managers.At the same time,the research process and conclusions of this paper will also provide some reference for the construction of career development channels of other local rural financial institutions. |
