Research On Improvement Of Front-line Staff Training System Of ICBC Ankang Branch

Without the support and guarantee of talents,enterprises can not achieve sustainable development.The competition among modern commercial banks relies on the talent competition.What's more,training plays an important role in personnel cultivation and sustainable competition,and also,a team of high quality professionals is supposed to be built basing on a complete training system.ICBC Ankang Branch is a secondary branch in Shaanxi Province.It has been running over ten years during which a training system based on the development objectives has been built since ICBC went public in 2006.At present,the existing training system can not effectively meet the needs of the rapid business development and career development of front-line staff.As a result,how to improve the existing training system of ICBC through the support of advanced theory is an urgent problem to be solved in the fine management of ICBC Ankang Branch.In this paper,some methods,including literature research,questionnaire,and individual interview have been adopted.First of all,it will build an ideal training system theoretically.Then,taking the actual operation of training system in ICBC Ankang Branch into consideration,the existing short board and defects will be found out,so as to outline the current training system of ICBC Ankang Branch.This paper aims to improve the training system of Ankang Branch,analyze staff needs and draw up a training plan,guided by the scientific theory.Accordingly,it will help to improve the existing training models,such as training resources,training courses,training systems,assessment management and so on.In addition,it will contribute to develop an effective improvement program,and strive to put it into practice from different levels.Located in economic less developed region,the development of ICBC Ankang Branch mainly depends on local fiscal agent business.Besides,compared with other local state-owned commercial banks,it has less business outlets and employees,also the employees are aging and transfer becomes normalized.Over the past five years,it has employed more and more college graduates,which requires personalized training.This research is a typical case in the ICBC system.The paper has put forward some opinions,methods and plans on the improvement of training system,which will provide effective suggestions for other secondary branches of ICBC in Shaanxi branch and the peer banks which are facing the similar problems.