本文選題：勝任力　切入點(diǎn)：商業(yè)銀行　出處：《云南大學(xué)》2012年碩士論文　論文類型：學(xué)位論文

【摘要】：全球經(jīng)濟(jì)一體化的發(fā)展趨勢,使得各企業(yè)間的競爭最終轉(zhuǎn)變?yōu)槿瞬胖疇�。金融服�?wù)業(yè)也是典型的人才與人才競爭的行業(yè)。企業(yè)培訓(xùn),恰恰是提升人才競爭力的有效手段之一,因此,培訓(xùn)對(duì)企業(yè)發(fā)展的重要性不言而喻。在銀行方面,如何創(chuàng)造一個(gè)良好的學(xué)習(xí)環(huán)境,提供合適的、學(xué)習(xí)渠道,并確保在適當(dāng)?shù)臅r(shí)間,讓合格的對(duì)象有效地學(xué)習(xí)有助于提升能力與績效的態(tài)度、知識(shí)與技巧,也就是所謂的“崗位勝任能力”,成為銀行是否能夠培養(yǎng)優(yōu)秀人才的關(guān)鍵因素。 F銀行是一家地處中國西南的城市商業(yè)銀行,探索了一條中小銀行特色化、差異化發(fā)展之路,曾榮獲“全國支持中小企業(yè)發(fā)展十佳商業(yè)銀行”、“中國十大最佳城市商業(yè)銀行”等榮譽(yù)稱號(hào),榮獲“最佳管理創(chuàng)新城市商業(yè)銀行獎(jiǎng)”、“最佳公司治理城市商業(yè)銀行獎(jiǎng)”、“中國管理學(xué)院獎(jiǎng)”等全國性重要獎(jiǎng)項(xiàng),但隨著業(yè)務(wù)的迅速增長,人才滯后和培訓(xùn)效果不理想的問題越來越突出了,公司高層意識(shí)到：加強(qiáng)企業(yè)培訓(xùn),使員工更快速地成長,是保證企業(yè)良性發(fā)展的前提。 本文所述培訓(xùn)體系包括培訓(xùn)過程體系和培訓(xùn)制度體系。首先通過對(duì)國內(nèi)外相關(guān)理論的綜述,運(yùn)用文獻(xiàn)法,關(guān)鍵事件訪談法等進(jìn)行培訓(xùn)過程體系的構(gòu)建,包括：培訓(xùn)需求分析、全行九大關(guān)鍵崗位勝任力確定、培訓(xùn)路徑等。然后從內(nèi)部講師管理、培訓(xùn)工作運(yùn)行和管理進(jìn)行培訓(xùn)制度體系的構(gòu)建。 本文所構(gòu)建的培訓(xùn)體系,能夠根據(jù)F銀行制定的五年戰(zhàn)略規(guī)劃解決目前培訓(xùn)所出現(xiàn)的問題,具有靈活性和結(jié)構(gòu)化的特點(diǎn),能適應(yīng)銀行發(fā)展對(duì)培訓(xùn)工作的要求。且前瞻性、結(jié)構(gòu)性及操作性極強(qiáng)的培訓(xùn)體系及其配套機(jī)制,乃是銀行體質(zhì)強(qiáng)化與穩(wěn)健發(fā)展的基礎(chǔ)。
[Abstract]:With the development of global economic integration, the competition among enterprises is turned into a competition for talents. Financial service industry is also a typical industry of talent competition. Enterprise training is just one of the effective means to enhance the competitiveness of talents. Therefore, the importance of training for enterprise development is self-evident. In the banking sector, how to create a good learning environment, provide appropriate learning channels, and ensure that at the right time, Let qualified objects effectively learn attitudes, knowledge and skills that help to improve competence and performance, which is called "post competence", as a key factor in the ability of banks to cultivate talented people. Bank F is a city commercial bank located in southwestern China. It has explored a special and differentiated development path for small and medium-sized banks. He has won the honorary titles of "Ten Best Commercial Banks supporting the Development of small and Medium-sized Enterprises in China" and "the Ten Best City Commercial Banks in China". Won the "Best Management Innovation City Commercial Bank Award", "Best Corporate Governance City Commercial Bank Award", "China Academy of Management Award" and other important national awards, but with the rapid growth of business, The problems of lagged talents and unsatisfactory training effect have become more and more prominent. The company's top officials realize that strengthening enterprise training and making employees grow more quickly is the premise to ensure the healthy development of enterprises. The training system described in this paper includes the training process system and the training system. Firstly, the training process system is constructed by summarizing the relevant theories at home and abroad, using the literature method and the key event interview method, including: training demand analysis. The system of training system is constructed from the management of internal lecturers, the operation and management of training work. The training system constructed in this paper can solve the problems existing in the current training according to the five-year strategic plan drawn up by Bank F, has the characteristics of flexibility and structure, and can meet the requirements of the bank development for the training work. The training system with strong structure and operation and its supporting mechanism are the foundation of strengthening and steady development of bank constitution.
【學(xué)位授予單位】：云南大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2012
【分類號(hào)】：F272.92;F832.3

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