Research On The Optimization Of Human Resource Management Of NJ Bank Hall Staff Under The Background Of Business Network Transformation

With the advancement of China’s economic transformation and the continuous impact of Internet finance,the overall profit growth of the banking industry is decreasing,the nonperforming loan ratio and non-performing loan amount are increasing,and the industry competition is becoming increasingly fierce.In order to reduce operating costs,increase network capacity,meet challenges,and embrace development opportunities in the fierce competition,all banks have carried out business network transformation,The specific content is: through the layout of self-service equipment,reduce the operating cost of outlets;Increase hall marketing staff,increase marketing contact points with customers;The function layout of the network should be improved,the manual window should be reduced,and the customers should be guided to use self-service equipment.NJ bank started the business network transformation project in 2019.In the process of implementation,NJ bank reduced the operation cost of the network,increased the proportion of marketing personnel and increased the profitability of the network by promoting intelligent devices,integrating online and offline channels,and adjusting the layout of the network.The first is the hardware promotion and software upgrade of intelligent devices.2-4 intelligent devices are deployed in the transformation network.At the same time,the functions of intelligent devices are developed and promoted to support more than 90% of common counter transactions and guide customers to deal with business on intelligent devices first;Secondly,we should speed up the integration of online and offline channels,guide customers to open online channels such as mobile banking and wechat banking,so that customers can handle simple business online by themselves and reduce the business volume of outlets.At the same time,we should guide customers to outlets through online risk product sales and life points exchange,and increase marketing scenarios;Finally,reshape the layout of network decoration,reduce the manual counter,expand the hall space,let the staff of counter operation post turn into hall staff,and upgrade the hall to the main position of guiding customers,guiding operation and marketing.Hall staff refers to the employees who are transferred from tellers to hall staff due to the reduction of some counters in the process of business network transformation.They guide business operation for customers,improve business processing efficiency,carry out marketing for potential customers,recommend customers to open mobile banking,credit card,purchase financial management,etc.NJ bank has carried out the pilot work of transformation and upgrading in 60 of the bank’s 200 outlets.Although it has achieved certain results,it has only made "hard transformation" in the aspects of outlet decoration,outlet equipment layout,and outlet function upgrading.It lacks the guidance of post transformation from the counter operator to the hall staff "Soft transformation" of human resource management,such as assessment.In the transformation and upgrading pilot of NJ bank’s business outlets,153 counter operators have been turned into hall staff.How to guide,train and motivate hall staff to better adapt to new positions is an important problem in the transformation and implementation of business outlets.The author mainly carries out research and writing according to the idea of "analyzing the current situation,putting forward problems,analyzing problems and solving problems".In the analysis of the current situation,the author uses the comparative analysis and literature research method to discuss NJ bank’s current business situation,personnel situation,business network transformation,human resource management,etc;In the part of raising questions,we use the method of questionnaire survey to conduct questionnaire survey and interview on the employees who have changed from tellers to hall employees in the network of NJ bank’s transformation pilot.This survey is mainly conducted in the form of wechat small program,and 92 effective feedback are collected.The author analyzes the problems from the aspects of post and career development,performance appraisal,salary and welfare,etc Working environment and other dimensions to understand the real ideas of hall staff,and put forward the problems of human resource management of NJ bank hall staff;In the part of problem analysis,combined with the actual situation of the transformation network,the author’s work experience and relevant theories at home and abroad,the specific causes of the problems can be summarized as follows: unscientific training and education,unreasonable promotion mechanism,unreasonable examination index,insignificant salary incentive,insufficient humanistic care,etc;In the part of solving the practical difficulties,the author analyzes the causes of the existing problems,puts forward the improvement measures one by one,and explores the effective measures to break the current dilemma,including: establishing the optimized training mechanism,optimizing the performance mechanism,optimizing the career planning,optimizing the salary mechanism,optimizing the humanistic care and so on.Through the research and Exploration on the human resource management of staff in the hall of NJ bank in the process of business network transformation,the author provides suggestions for the implementation of human resource management of staff in the hall of NJ bank and broadens the management ideas,so as to promote the full implementation of business network transformation of NJ Bank and ensure the healthy and stable development of NJ bank.