| Based on literature arrangements and interviews with branch managers of Rural Cooperative Bank of Lijiang River, this paper proposed three hypotheses. The first one is that all the27individual characteristics, which are the general competency characters of branch employees, have notable impact on both tellers’and loan officers’ perfomance.The second one is that the competency model for branch employees includes five dimensions:professional skills, professionalism, adaptability, developmental motivation and communication skills. The third one is the difference of existence structure of competency character or extent of influence between tellers and loan officers. All the assumptions above have been analyzed with methods of correlations analysis, factor analysis and variance analysis. According to factor analysis,24out of the27characters are significantly correlated to perfomance.That branch staffs’competency characters include7factors is suggested in factor analysis. Simultaneously, the results of variance analysis indicates that among the26competency characters,21of them, as for their contribution to performance in various post, have no remarkable difference, while the other five:specialized knowledge, characters background ability, sense of duty, initiatives and communication skills are just the opposite, and the average value of their contribution to loan officers and tellers are all the same:the former is higher than the latter. On account of these results, the paper raised management strategy on branch staffs in the Rural Cooperative Bank of Lijiang River based on competency, claimed that the HR planning should change from pure quantity planning to the combination of both quantity and quality decision. In addition, it also mentioned developing career management according to branch staffs’competency, and establishing a performance management system that combines both staffs’personal growth and business development. |
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