Construction Bank Branch In Jilin Province Of New Employee Training Program Design

The new employee is a supplement and update the human resource of a company,an important wealth to make the company strategy implementation and the work.New employees become a real human capital complies with the requirements ofenterprises, must pass through the training. In this paper, the new employee trainingsituation of China Construction Bank Jilin branch is analyzed, and based on this, putsforward some suggestions for improvement.At present, the Construction Bank Jilin Province branch of the new employeetraining levels show a certain degree rising trend, but there are still great deficiency.For example, the research on the new employee training needs in China ConstructionBank Jilin branch is insufficient, and no employee occupation career developmentneeds associated；Staff training course design theory and practice has certaindisconnection; staff training methods and means are single. The new employeetraining cost control needs to be improved; in the new staff training, the lack ofadequate overall view, only consider short-term demand; on the upcoming engaged indifferent job training for new employees concerned about the degree of uneven,training evaluation mechanism is still not fully established。The new employeetraining and on-the-job staff training has no organic combination. The cause of theConstruction Bank of China branch in Jilin province of new employee trainingsystem problems include the following several aspects: such as the lack of long-termstrategic development of the Russian branch, fit the training plan for the new stafftraining plan; training system and the mechanism of the lack of flexibility; evaluationmechanism, the training effect is not perfect; the evaluation feedback is difficult;training supervisor mechanism is not perfect. Referring to the new employee trainingprogram some embroidery enterprises such as the Citibank,As financial institutions,training experience is worth to the Construction Bank Jilin Province branch reference. In view of the existing training for new employees in China Construction Bank Jilinbranch of the problem, this paper puts forward some suggestions for improvement.Bank of new employee training is to through certain ways and means, the basiccontent and the method to make banks new employees understand the bank’s basicbackground, enterprise culture, new employees to work and responsibilities, clearresponsibilities, standards, procedures, work standards, facilitate the new employeesin the banking sector and in clear expectations work attitude, value concept ofenterprises and bank employees’ behavior model, evaluation mechanism andoccupation career planning development direction, to become the enterprise trulyusable, continuous development of human resources as soon as possible.On the whole, this paper argues that optimization of the new employee trainingprogram should follow a few big principles: bidirectional considering the principle ofcompetence and Russian employee occupation career development appraisal; theprinciple of linking theory with practice; controllable cost and benefit calculationprinciple; meet the bank’s overall interests and the flexible adjustment principle,appraisal principle and long-term principle.In these guidelines, based on differentpositions of new employees are engaged, are proposed to improve the new employeetraining scheme is proposed from the following perspectives. First, increase thedemand for psychological satisfaction analysis of new employees are engaged in thepost of evil competency requirements and new employee occupation careerdevelopment itself, which reflects the new employee training demand model and theRussian training target model.and the Second, according to the bank culture and jobrequirements, improve new employee training course design system. Third, thedevelopment of new staff training methods and means, effective use of existingresources and facilities for training, full-time type, short-term closed, strip fieldtraining and network independent training. Fourth: evaluation mechanism and perfectthe training evaluation mechanism, feedback mechanism, effect, the establishment ofnew employee training system of the flexible adjustment.at last Fifth, theimplementation of the new employee training tutor training, short-term training andlong-term training staff combination, the establishment of long-term training plan. In the training program after optimization, this article through the questionnairesurvey way, pre evaluation improvement effects on employees’ training. Finally,based on the actual situation of the Construction Bank branch in Jilin Province, theimplementation of Fe on the new employee training program of the year from threeaspects puts forward the proposals to ensure. Security measures include: humansecurity, system security, organizational security.