Research On The Training System Design For The Front-line Tellers Of Bank Of Shandong Rizhao

Capital, information and talents are the three core elements ofmodern commercial bank management, of which talent is the core competitiveadvantage of banks. Due to the late start, in the aspect of human resources, there isa big gap between urban commercial banks with national joint-stock commercialbanks,state-owned commercial banks and foreign banks.As one of the commercial banks, Rizhao Bank was founded in December2000.Since its inception, Rizhao Bank adheres to the people-oriented concept, paysattention to personnel training, recruits and attracts talents, builds a professional team,and has achieved some success in human resources management. With the rapiddevelopment of business and cross-regional business, the contradiction that the staffquality does not match the business development has exposed, which has become abottleneck that restricts the development of Rizhao bank. Especially in frontline tellertraining, there still exist some problems, such as, the single form of training, theincomplete training contents, the lack of systematicness and long-term palnning of thetraining system.This paper uses the research method of combining theory with practice, aimingat the existing problems in the training system of Rizhao bank, deeply analyses andcompares the aspects of the staff training process, the present training implementationsituation and the staff structure, analyses the great lack in the aspects of trainingemphasis, effective training plan, effective training needs analysis, effective positiontraining design and the supporting post evaluation system. All these problems lead tothe failure to establish a sound training system, thus affect the operation anddevelopment of the bank.For the construction of the training system for the frontline tellers of RizhaoBank, firstly, aiming at the existing problems and causes of the system, combining with the strategic planning and human resources planning requirements, the authordetermines the guiding ideology and basic principles for the design of the trainingsystem for the frontline tellers. Secondly, the author analyzes the trainingneeds from three aspects of the organizational level, individual level andworking level. At the same time, through interviews,questionnaires and othermeans, the author focuses on an in-depth research on the training needs for thefront-line tellers in Rizhao bank, organizes and concludes the information of trainingneeds, analyses the age, work experience, skill level of the frontline tellers, especiallyanalyses the staff’s needs of training methods, training contents and training time. Onthis basis, through the way of literature research method, investigation method, andinterview research method, the anthor finds out the specific measures to solve theproblems, optimize the current tellers training system, establishesthe training objectives, training programs and courses design, and puts forwardsthe training evaluation method from three aspects of training process, organizationand management, benefit assessment.Finally, in order to ensure the smooth implementation of the training process, theauthor makes clear the main points of the training implementation, makes clear thetasks carried out in the three stages of preparation stage, organization andmanagement stage and evaluation stage after the training, and makes clear the itemswhich need much attention. At the same time, the implementation of the trainingalso includes the security measures from three aspects of organization, system,and enterprise culture. In the aspect of organization security, this paper defines theleadership of the training organization and the responsibilities of relevant departments.In the aspect of system security, a special staff training method was set up. In theaspect of enterprise culture security, this paper expounds it from three aspects: theenterprise management theory, the material culture and the behaviour cultrue.Through the above research, the author wants to form a set of tellers trainingsystem which lines with the bank’s status and promotes the sustainable development.The training system adapts to the personnel training and reserve requirements of thebank, and can promote the bank to comprehensively upgrade the level of financialservice, and lays the foundation for sustained and healthy development of the business. The author also hopes that through the research on the design of trainingsystem for the front-line bank tellers of Rizhao Bank, she can form a setof effective front-line staff training system, which will have certain referencesignificance to the front-line training for some Small and medium-sized urbancommercial banks.