The Redesign Of Commercial Banks' Training System Based On Six Sigma Management Perspective

The six sigma management originated from MOTOROLA, famous in General Electric, and is praised highly by advanced enterprise in domestic and overseas. In academic circles of quality management, the six sigma management is thought to be an advanced management method and idea for improving process, improving the level of quality. It takes customers as the center, relies on facts and figures, emphasizes borderless teamwork, and aspires to a breakthrough in process improvement and pursuing zero defects. It is a top-down preventive management. Its scientific was verified and approved in a wide range. Its applied range was also extended from the common manufacturing industry to the service, like banking, aviation and so on. The first time of applying the six sigma management in human resources management field was in General Electric, which improved the quality of General Electric's human resources management. Then the academia launched the research of applying the six sigma management in the human resources management field.Human resource is the first resource of the organization, the competition between the organizations is talent competition in the final analysis. Human resources development is an important way of gaining competitive advantage for talents. Training as the important form of human resources development, has a very important role for personnel development and organization's strategic development. The key customers of training department are the internal employees of the organization. The effectiveness of the training directly affect the study enthusiasm of employees, and influence the personnel development, impact on the staffs satisfaction and loyalty to the organization. At the same time, the human resources training is directly related to whether the organization gets the return for investing training, in relation to whether the organization keeps up with the development of the knowledge economy age, in relation to whether the organization could increase the core competitiveness.In the background of financial globalization, as knowledge intensive organization, commercial Banks pay more attention to human resources training; pay more attention to update the internal knowledge system of banks. To cope with the growing competitive environment, banks' investment is more and more great. But, generally speaking, the human resources training of commercial banks have some problem, such as bad training effect, training costs can't be retrieved. There is often appearing the phenomenon of "just made for show", "form socialist". A lot of training input can't be retrieved, which is undoubtedly the waste of commercial Banks' resources. Bad training effect will undoubtedly hit the employees' enthusiasm to participate in training, bring down staff's satisfaction and loyalty to bank, and eventually go against the update of banks' knowledge system, harm the banks' talent competition. In this case, commercial banks are badly in need of a scientific method to enhance the quality of human resources training.This paper, from the perspective of six sigma management, discusses the problems of commercial banks' human resources training. Firstly, this paper analyzes the research background of subject, the research present situation and research meaning in detail, and then respectively expounds six sigma management and human resources training of business banks. This article analyzes the feasibility of the application of six sigma management in human resources training of commercial banks. This paper takes the Industrial and Commercial Bank of China Hefei branch for example, making use of MINITAB software, applying the methods and tools of the six sigma management, such as the causality diagram, Pareto diagram, goodness-of-fit testing, test design, etc, analyzing the human resources training of Hefei branch, and finding out the key reasons of bad training effect, and putting forward a series of solutions to improve training quality. Finally this paper also puts forward some safeguard measures and suggestions to implement the six sigma management in an even better fashion.This paper focuses on the angle from the quantitative study to research the abstract human resources training. It pays attention to the collection and measurement of data, and finding out the related factors of influencing training effect. It uses common statistical tools and methods of the six sigma management to measure the training situation, to find out the root cause of the problem from the statistical analysis results. Then, it determines the key quality characteristics of training, giving the verified solutions to sustaining management, so as to help the human resources training work effectively and improve the quality of human resources training. This perspective provides a new concept for training's scientific. Because my knowledge and ability is limited, it's tough to use all methods and tools of the six sigma management. But this paper provides a new idea that is applying quality management to human resources management. It is a new expansion to apply the six sigma management. It provides some enlightenment and reference value for further research.