Step 1: Fully consider and reasonably determine the training needs.
We have comprehensively integrated and screened the training plan formulated at the beginning of the year; We have made a comprehensive understanding of the training needs of all departments, especially after focusing on the rationality of the time schedule and the actual operation of the training content, and further determined the training needs for the second half of the year. From the analysis of organization, work and individual, we can find the best starting point of our training work. By analyzing what knowledge and skills are needed in our existing positions, we can determine the content and scope of training, find out the gap between the existing work level and the expected standards of employees, and then determine what our training and training needs need.
The second step: according to the knowledge and skill requirements that banks urgently need at present, reasonably determine the goals.
Firstly, different training objectives should be determined according to the division of work and grade sequence, and then different training objectives should be determined for different categories of employees.
According to the current rank sequence, there are mainly three types: front desk business personnel, intermediate personnel and senior management personnel. As a grass-roots bank, the training we can mainly do includes the training of front-office business personnel and middle-level personnel. (1) According to the work nature of the front desk business personnel, the training objectives we set for them are good service attitude and skilled post operation skills, and at the same time, strengthen safety learning. These are the key training contents of front-line employees. They should have professional insight into suspicious places. Once problems are found at the grassroots level, emergency and remedial measures can be taken in time to prevent fraud. (2) For middle-level staff, they should be familiar with the operation of commercial banks and related businesses, and have certain ability to analyze and solve problems on this basis, and cultivate good interpersonal communication skills. Due to the shortage of teachers in our bank, our bank mainly aims at improving their good interpersonal skills, and trains middle-level personnel on "emotional intelligence" with the help of outsourced courseware.
For employees in different departments, the requirements for their professional quality are naturally different. The Bank mainly takes the business line and the comprehensive logistics department as the demarcation point to determine the objectives to be achieved in various training plans. Take Gejinbu as an example (Gejinbu is a financial product business person of our bank, who is responsible for expanding the market, accepting and collecting customer needs, marketing financial products, and providing customers with all-round, multi-functional and multi-level quality financial services). As a special service enterprise, banks must win the competition with high-quality services, so they put more emphasis on the service concept of "customer-centered". Therefore, in the second half of the year, the bank put "how to do a good job in customer service" training in a key position, with the aim of improving the ability of business personnel to analyze and solve problems independently, as well as their social and public relations skills.
Step 3: Choose a more effective training method according to the actual operability of the training content.
There are two training methods: training materials and case analysis. High-quality training materials can not only understand the general knowledge of commercial bank operation and management, but more importantly, understand the latest management experience; Another training method is case analysis. This method is suitable for bank staff at all levels. For newcomers, case analysis can make them familiar with the business environment and management practice as soon as possible, while for middle and senior managers, case analysis can cultivate students' ability to analyze and solve problems and accumulate practical experience, thus improving their decision-making and contingency ability. So we have communicated with various departments many times to understand their requirements for training methods. Based on the organic combination of training materials and case analysis, training instructors are required to make training courseware with strong applicability, so as to improve their training effect and the level of lecturers.
Step 4: Tailor-made, and choose the training form reasonably.
According to the actual situation of our bank, we mainly choose three forms: centralized training, on-the-job training and self-study:
1, centralized training
Centralized training can promote learning competition and create a learning atmosphere. Can train many people at the same time and make full use of teachers; Training forms include: basic training for new employees; Business training for the purpose of being familiar with various bills, working procedures and various specific regulations and requirements; Backbone training for the backbone of the work, special training for special circumstances, such as the use of computer networking.
2. On-the-job training: On-the-job training is characterized by strong pertinence.
(1) rotating system. It is the most effective way to transfer students from one department to another department at the same level of the organization, such as transferring personnel from the personal banking department to the financial accounting department, without stipulating the length of rotation. First of all, people in rotation work in different positions and constantly experience different situations, so they can gain practical work experience in various departments. Second, students can have an in-depth understanding of the characteristics and relationships of personnel in various departments. Thirdly, this method helps to form a way of thinking to understand the problem from different angles.
(2) Skills competition. The skill contest is also an exam, so you must reach a certain level.
3. Self-study: Guiding employees to learn by themselves is an effective supplementary form of centralized training and on-the-job training. Employees can learn selectively according to their own characteristics and needs, which is more flexible.
In order to promote self-study, our bank has also established its own reward system according to the spirit of the superior bank, and employees can participate voluntarily to measure their success. Test scores are placed in the human resources department, such as professional titles and non-local positions. Can be rewarded as an auxiliary means to promote learning.
Step 5: Evaluate the initial effect of the training plan to test the completion of the training objectives.
With the popularization of training activities, the importance of training evaluation has become increasingly prominent. From an economic point of view alone, with the increasing market competition, entrepreneurs are very cautious and sensitive to operating costs. The money has been spent, so we must see the effect. In addition, from the legal point of view, in order to maintain a fair, reasonable and legal image in the organizational activities of employee training and development, enterprises must establish scientific and standardized organizational procedures and operating procedures, that is, a perfect evaluation system. According to the actual situation, the Bank carefully evaluates the initial effect of training programs, and takes the training assessment results or points as an important basis for annual grade assessment, qualification recognition and promotion award with the management mode of points system.
Training is a long-term work, and staff training should be taken as a major event with long-term strategic significance in the era of knowledge economy. As a grassroots bank, the human resources department should be more aware of this.