本文選題：工商銀行 + 一線員工　； 參考：《西安工業(yè)大學(xué)》2017年碩士論文

【摘要】：企業(yè)的可持續(xù)發(fā)展離不開人才作為支撐和保障,現(xiàn)代商業(yè)銀行的競爭歸根結(jié)底是人才的競爭,培訓(xùn)工作是人才培養(yǎng)和可持續(xù)競爭的一項重要內(nèi)容,一支高素質(zhì)的專業(yè)人才隊伍需要依托一套完整的培訓(xùn)體系打造。中國工商銀行安康分行是工行系統(tǒng)內(nèi)的一家二級分行,自2006年工行股改上市以來結(jié)合自身經(jīng)營發(fā)展目標構(gòu)建培訓(xùn)體系至今已運行10余年,現(xiàn)有的培訓(xùn)體系已不能有效滿足該行各項業(yè)務(wù)快速發(fā)展的需要以及廣大一線員工的職業(yè)發(fā)展需求。如何通過先進理論支撐,改進中國工商銀行現(xiàn)有培訓(xùn)體系,是中國工商銀行安康分行現(xiàn)階段精細化管理工作中亟待解決的問題。本文通過文獻研究、調(diào)查問卷、個別訪談等方法,首先從理論上構(gòu)建出一個理想的培訓(xùn)體系,進而緊密結(jié)合中國工商銀行安康分行培訓(xùn)體系實際運營情況,分析查找出存在的短板和缺陷,以完善安康分行一線員工培訓(xùn)體系為研究目標,運用相關(guān)理論研究分析員工培訓(xùn)需求并制定培訓(xùn)計劃,完善現(xiàn)有的培訓(xùn)師資、培訓(xùn)課程、培訓(xùn)制度、考核管理等培訓(xùn)單元,制定出有效的改進方案,并努力在實踐中以點帶面推進方案落實。中國工商銀行安康分行經(jīng)營發(fā)展主要依托代理當(dāng)?shù)刎斦䴓I(yè)務(wù),并且相較于同業(yè)國有商業(yè)銀行來說,營業(yè)網(wǎng)點總量偏少,員工數(shù)量較少,員工年齡結(jié)構(gòu)老化且轉(zhuǎn)崗常態(tài)化,近5年新入行大學(xué)生員工逐年增多且對個性化培訓(xùn)需求更加豐富.同時本文所提出的關(guān)于培訓(xùn)體系改進的意見、方法和措施,能夠為工行陜西省分行系統(tǒng)內(nèi)其他二級分行及同業(yè)銀行提供相同問題的有效參考。
[Abstract]:The sustainable development of enterprises can not be separated from the support and guarantee of talents. The competition of modern commercial banks is, in the final analysis, the competition of talents, and the training work is an important content of talent training and sustainable competition. A high-quality professional team needs to rely on a complete training system to build. The Industrial and Commercial Bank of China (ICBC) Ankang Branch is a secondary branch of ICBC system. Since ICBC shares were listed in 2006, the training system has been running for more than 10 years in combination with its own business development objectives. The existing training system can not meet the needs of the rapid development of the bank's business and the professional development needs of the staff. How to improve the current training system of ICBC through advanced theory is an urgent problem to be solved in the detailed management of ICBC Ankang Branch at the present stage. Through literature research, questionnaire, individual interviews and other methods, this paper first constructs an ideal training system theoretically, and then closely combines the actual operation of the training system of Industrial and Commercial Bank of China (ICBC) Ankang Branch. This paper analyzes and finds out the shortcomings and defects, takes improving the training system of the front line staff of Ankang Branch as the research goal, studies and analyzes the training needs of the staff by using the relevant theory, and formulates the training plan, and perfects the existing training teachers and training courses. Training system, assessment management and other training modules, to develop effective improvement programs, and strive to promote the implementation of the program in practice. Industrial and Commercial Bank of China (ICBC) Ankang Branch mainly relies on acting local financial business, and compared with the state-owned commercial banks, the total number of business outlets is on the low side, the number of employees is relatively small, the age structure of employees is aging and the transition to jobs is regularized. In the past five years, the number of new college students is increasing year by year and the demand for individualized training is more abundant. At the same time, the suggestions, methods and measures on the improvement of the training system presented in this paper can provide an effective reference for other secondary branches and interbank banks in the system of Shaanxi Branch of ICBC.
【學(xué)位授予單位】：西安工業(yè)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92;F832.33

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