Study On The Problems And Countermeasures In The Staff Training Of LK Rural Commercial Bank

In order to cope with the impact of market-oriented interest rate reform and Internet technology and finance.Rural Commercial Bank is urgent to build a staff team with strong business ability and high comprehensive quality to improve their core competitiveness with in the critical period of transformation,Efficient training to develop and enhance the capabilities of employees has become the key to the growth and development of rural commercial banks.This article uses training management theory and ideas,takes LK Rural Commercial Bank as the research object,and comprehensively studies the problems existing in LK Rural Commercial Bank's training through interviews and questionnaires.Based on the composition and actual situation of the employees of the Rural Commercial Bank,the employees are divided into three categories: college student employees,"old employees" and lobby managers.It also explores from the four levels of senior managers,middle managers,grass-roots employees and higher management institutions,and summarizes the main problems in the training of LK Rural Commercial Bank,That is to say,senior managers have insufficient training attention and relatively weak assessment and evaluation links;Middle-level managers mainly have problems in not grasping the training needs of employees,failing to accurately segment the training targets,stereotyped training content and single training methods;The main problems of grassroots employees are not strong ability of independent learning and low participation in training.As the superior management organization of LK rural commercial bank,the problems of the training of the municipal rural credit office are as follows: lack of manpower guarantee,overlapping of training contents with LK rural commercial bank,lack of relevant training systems and regulations,lack of systematic and long-term training.Based on the above problems,this article starts from the actual situation of LK Rural Commercial Bank and Municipal Rural Credit Office,and puts forward suggestions and measures for improvement,that is,senior managers should pay more attention to the training work and and strengthen the training assessment and evaluation links;middle managers Need to improve training needs analysis,formulate scientific training plans,implement classified training,enhance training pertinence,update training content,enrich training methods;grass-roots employees need to cultivate autonomous learning habits,actively treat training,and actively participate in training.The Municipal Rural Credit Office must be equipped with a strong personnel force,optimize training content,avoid duplication and waste of resources,formulate and improve training-related rules and regulations,and actively carry out school-enterprise cooperation training to provide talent guarantee for the long-term development of rural commercial banks.It is hoped that the results of this study will further optimize and improve the quality and efficiency of LK rural commercial bank staff training,and further clarify the direction and focus of the Municipal Rural Credit Office in the training work,so as to provide a useful reference for the improvement of staff capabilities and the growth of rural commercial bank operating efficiency.