The Training Of Human Resources Of Shanxi M—Banking

In the context of opening up, intensified competition in the banking sector, the key to winningthis competition is talent, talent as the core competitiveness of enterprise development, has aresource does not have a strategic advantage. But Bank employees faced with the ever-changingnew situation of their adaptive capacity is limited, to make your organization sustainable talentadvantage, you must do the training of human resources. Although education and training work ofState-owned commercial banks in China in recent years has been rapid development also achievedremarkable results, the data record, and building a world-class financial requirements of educationand training of enterprise also has a lot to seriously study and solve problems.Therefore, this article through visits, interviews, access to m-banking statistics and combinedwith his experiences in m-banking practice, that m Bank there is inadequate training needs analysisin human resource training, teachers lack of backward, training facilities, training content, training,evaluation is not in place, incentive systems that does not improve the problem. Analysis of thecauses of these problems are: ideas, inadequate institutional constraints, training resources, trainingstatus is not high. For improving countermeasures to improve m-banking training benefits:1.training the core concept established;2. career training system construction;3. KE’s four leveltraining assessment model of the establishment;4. perfecting the incentive mechanism of training;5.training institution building;6. increased investment in training funds.