联系我们

论文查询结果	返回搜索

论文编号：	11423
作者编号：	2320170690
上传时间：	2019/12/15 14:56:15
中文题目：	农行SN支行员工培训体系的优化研究
英文题目：	Research on Optimization of Staff Training System for SN Branch of ABC
指导老师：	崔勋
中文关键字：	国有银行 培训体系优化 培训需求分析 培训效果评估
英文关键字：	State-owned Bank the Optimization of Training System Training Needs Analysis Training Effect Evaluation
中文摘要：	随着经济波动的调整和体制改革的深入，企业所面对的竞争更加激烈，从根本上看企业竞争就是人才竞争，如何有效挖掘现有人力资源的潜力，是企业生存和发展的关键。培训作为人力资源管理的重要手段，是实现人力资本发展、获取竞争优势的重要途径。特别是对于银行业来说，商业银行众多，产品同质化严重，竞争几乎白热化。而城区更成为了各家银行争夺市场最为激烈的“红海地带”。而国有银行则面临更加紧迫的人力问题，随着“退休”潮的到来，多数学历较低、认识不足的大龄员工将淡出，更多高学历、对个人职业生涯有想法、对企业文化有期待的新时代员工将成为支行员工主体，培训势必会成为员工认识、认可企业最终扎根企业实现共同发展的重要平台。 本文以农业银行SN支行为研究对象，采取理论与实际相结合的研究思路，综合运用文献研究，问卷调查和数据统计的方法，对SN支行人力资源现状、培训体系现状进行了全方位的了解，从而分析了培训中存在的主要问题：培训工作缺乏管理支持和专业支撑、培训流程不完整培训方式单调陈旧、培训课程有待丰富、培训师队伍专业水平较低、培训保障体系不健全等。同时透过现象看本质，对问题的成因进行了分析探索。鉴于SN支行培训工作中存在的问题，本文在科学性与可操作性相结合、创新性与成本可控相结合、严格考核与有效激励相结合以及战略性与连续性相结合的原则指导下，提出了优化培训体系的一整套方案，包括建立健全培训需求分析环节、优化培训计划的制定和实施环节、完善改进培训效果评估环节、优化丰富课程和培训形式，升级培训师队伍等，其中设计了各类便于SN支行这类基层支行操作的表格、问卷等工具；同时为保证优化后的培训体系顺利实施，本文还从制度保障、组织保障以及硬件资金保障三个维度规划了支撑培训体系运行的保障措施，使培训工作真正成为支行各单位、各员工重视进而习惯的一项日常工作。 本文通过对SN支行培训体系内各系统、各环节、各项制度的完善升级，使支行的培训教育工作不仅仅成为员工提升技能、支行发展经营的重要手段，更要使其成为提升组织凝聚力、提高员工忠诚度的媒介和培植发展企业文化的平台，并为其实现业务壮大、提升社会影响力等各项目标提供强大的人力资源支持。
英文摘要：	Companies are faced with increasingly fierce competition due to the adjustment of economic fluctuations and deepening institutional reform. The competition between companies is ultimately a talent competition. An effective way to unlock the potential of existing talent is key to the survival and development of a company. As an important means of human resource management, training is an important way to achieve human capital development and gain a competitive advantage. Especially in the banking industry, there are many commercial banks, product homogeneity is serious and competition is almost fierce. The urban area has become the most intense “Red Sea” for banks to compete in the market.State-owned banks are facing more urgent manpower problems. With the advent of the “retirement” tide, older employees with lower mathematics and insufficient understanding will fade out, have more academic qualifications, have ideas for their careers, and have an expectation of corporate culture. The employees of the new era will become the main body of the sub-branches, and the training will become an important platform for employees to recognize and recognize the company's ultimate root cause for common development. This paper takes the research object of SN branch of ABC, adopts the research idea combining theory and practice, and comprehensively uses literature research, questionnaire survey and data statistics method to comprehensively understand the current situation of SN branch human resources and the status quo of training system. Therefore, the main problems in the training are analyzed: the lack of management support and professional support for the training work, the incomplete training process, the monotonous training mode, the need to enrich the training course, the low professional level of the trainer team, and the imperfect training system. At the same time, through the phenomenon to see the essence, the cause of the problem was analyzed and explored. In view of the problems existing in the training of SN branches, this paper is guided by the combination of scientificity and operability, the combination of innovation and cost control, the combination of strict assessment and effective incentives, and the combination of strategic and continuity. A set of solutions for optimizing the training system was proposed, including establishing and improving the training needs analysis link, optimizing the development and implementation of the training plan, improving the evaluation of the training effect, optimizing the rich curriculum and training forms, and upgrading the trainer team. Various forms, questionnaires and other tools that facilitate the operation of such sub-branch operations such as SN sub-branches; and to ensure the smooth implementation of the optimized training system, this paper also plans to support the operation of the training system from the three dimensions of system guarantee, organization guarantee and hardware fund guarantee. Safeguard measures have made the training work truly a daily task for the sub-units and employees to pay attention to and get used to.? Through the improvement and upgrading of various systems, links and systems in the SN sub-branch training system, this paper makes the sub-branch training and education work not only an important means for employees to upgrade their skills and sub-branch development, but also to enhance their organizational cohesion. Improve the media of employee loyalty and foster a platform for developing corporate culture, and provide strong human resources support for achieving various goals such as business growth and social impact.
查看全文：	预览  下载(下载需要进行登录)