Customer Manager Training System Optimization Of NH Rural Commercial Bank Based On Competency Model

According to relevant statistics,the total number of rural financial institutions’ branches in China has exceeded 80,000,among which more than half,or 40,000,are local branches of rural credit cooperatives.The rural commercial banks in China have entered a new stage of rapid development.This new trend has brought up higher requirements for rural commercial banks to improve and strengthen the staff’s professionalism and ethical standards.However,there is a relatively large gap between the training of account managers and the needs of business development in rural commercial banks.To address this urgent issue,we propose the adoption of the competency model which can precisely and specifically identify and define the key competencies required for the employees in certain positions for them to perform their duties in line with the needs of business development.Competency model-based training is essential in improving the overall competency level of both individual staff and the organization.By referring to the theoretical research and actual practices of account manager training at home and abroad,this paper takes NH Rural Commercial Bank as the research object and puts forward a scheme to optimize the training system of rural commercial banks by using the competency model.To begin with,this paper takes a look at the current personnel structure and training status of account managers in NH bank.Our analysis has revealed several existing major issues,including an aging workforce,lack of higher education levels,inefficient management systems,obsolete training courses,and ineffective implementation.To investigate further into the problems and the causes,we have conducted an extensive survey on the training programs of the NH bank.The results of the survey indicate some more underlying problems such as poor management,a mismatch between training and needs,and a weak follow-up practice system.The main causes for the problems are that the training management does not fit the bank’s strategic objectives,the training curriculum does not match the competency requirements,and the training implementation does not meet the actual needs.In a bid to address these issues,we have proposed a competency model-based training system optimization plan for NH bank.The competencies required for bank account managers are divided into four categories: professionalism,marketing capability,teamwork,and self-management,based on which we have assessed and rated the account managers.This assessment process allows us to identify the weaknesses of the account managers in the four competency categories,which works as a good start for the subsequent adoption of the competency model to improve the training system of NH bank throughout the process of training management,course arrangement,and follow-up practices.Last but not least,to support and guarantee the implementation of the competency model-based training optimization plan,we have suggested the following three supporting measures: enhancing cultural identity,improving the capability of instructors and coaches to better meet the requirements of the competency model,and,and building a learning organization.