Study On Training System Design Of Shandong Postal Savings Bank

In order to remain invincible in the fierce market competition, it is necessary for the banks to own high-quality talents. Training is essential to improve the quality of employees. To some degree, whether the training system is scientific and perfect or not can tell the future competitive potential of an enterprise.Shandong Postal Saving Bank has been established for a short time, and the training system is not perfect. Therefore, on the basis of the existing training, it is important to improve the education and training management regulations, manage the training operation in unification, centralize and rational distribute the existing training resources to share the training resources, information and knowledge. By doing so, the new type training system which can meet the demands of Shandong Postal Saving Bank can be constructed.This thesis can be divided into five parts expect for the preface. As the first part of the thesis, the preface includes background inforamtion, research significance as well as research methods and contents. The second part mainly introduces the basic training theories and the training system design. The third part tells the operation of the existing six levels training in details by analyzing the current situation of Shandong Postal Saving Bank, and analyzes the six main problems of the existing training system, including neglecting the analysis of the training requirement, neglecting the classification of the students according to their levels, wasting a lot of training resources, valuing skills over morality, lacking training design and manager training, lacking the training effect assessment.In the fourth part, in order to solve the problems of training in Shandong Postal Saving Bank, the basic principles of the training system design are established firstly, that is to say, the training design should be systemic, pointed and effective. Then, the training objects are divided into two levels---- employees and managers. On the basis of the two kinds training, the training system is designed in three procedures which include the analysis of training requirement, training plans and training implement. In the fifith part, according to different training objects, the training effect assessment is designed from four aspects----- reaction, studying, manner and effect by adopting such methods as written examination, questionnaire, spot check, students interview, role play and case analysis. The last part is the conclusion of this thesis, which includes the key points and innovation, the main results and the limitaiton of the study.