Research On Application And Construction Of Competency Model For The Personal Customer Manager In Jilin CCB

In recent years, the rapid development of Chinese economy and the deepeningreform of the banking system have brought fiercer competition and fasterdevelopment of personal financial services among commercial banks. In order tobetter serve the individual clients, commercial banks have set up the position ofindividual client manager, which takes the form of "one on one", or "one for many",pivoting on the individual clients to meet their various financial demands and increasethe clients’ satisfaction index, while creating profits for the commercial bankssimultaneously.As the link between commercial banks and individual clients, the position ofindividual client manager has become more and more important. This thesis takes theteam of individual client managers of CCB Jilin branch as the research background tocarry out the blueprinting and research of HR management scheme based on power ofcompetency model, hoping to resolve the contradictions and problems existing inroutine management, elevate continuously the individual client managers’ personnelquality and promote the sustainable development of personal financial services ofCCB Jilin branch.HR management model based on power of competency model theory hasmanifested more and more advantages in practical applications. Compared withtraditional HR management model, it focuses not solely on the utilizing andcultivating of the employees’ explicit capabilities, but more on the development andmanagement of the employees’ inherent characteristics, furnishing important meansand basis for the enterprises to obtain core competitiveness. Taking power ofcompetency theory as foundation, through individual client managers’ questionnairesurveys and staff interviews, this thesis penetrates deeply into the staff’s working state,working conditions and satisfaction degrees about salary, discusses and analyses the problems existing in the staff picking, training, performance management and salarymanagement of the individual client managers of CCB Jilin branch.During the process of establishing the power of competency model, by referringto the individual client manager’s duty manual and other relevant documents of CCBJilin branch, by applying behavioral event interviews and questionnaire investigations,15characteristic factors of the individual client manager’s power of competency wereobtained. This thesis analyses and compiles the15factors. Based on the establishedmodel of power of competency, associated with the current needs of personalfinancial services development strategy of CCB Jilin branch, it puts forward theenhancement and designing thoughts on4aspects as individual client manager’spicking, training, performance management and salary system.