| In recent years,with the gradual deepening of China’s financial reform,the continuous influx of foreign banks and the rapid development of Internet finance,the situation of oligopoly has been broken in China,forming a competitive pattern of state-owned commercial banks,national joint-stock commercial banks,urban commercial banks and foreign banks.In the final analysis,the competition among enterprises is the competition of talents.It is the necessary condition for enterprises to win the market competition to have multi-level talents resources with rich knowledge,active work and reasonable structure.Bank is an industry with concentrated talents and capital,which has a great dependence on high-quality talents.How to retain the employees as the core resources of enterprises,especially the high-quality excellent employees,has become a key factor restricting the survival and development of China’s banking industry.For the city commercial banks with limited scale and market influence,how to change the talent management mode from the process personnel management to the modern human resource management is an urgent matter in response to the increasingly fierce market environment.In the modern human resource management system,the career planning of employees is an important part.Xingtai Branch of bank Z is a city commercial bank in North China.The bank has been established for a short time,the management system is relatively imperfect,the staff’s career planning and management are not paid enough attention,and the institutionalized construction and standardized management are not perfect.This situation leads to some negative emotions in the work of the staff,lack of enthusiasm and efficiency The phenomenon of low rate,employee resignation or job hopping occurs from time to time,which restricts the healthy and orderly development of enterprises to a certain extent.This paper takes the theory of person job matching,person organization matching and career stage as the main guidance and guidance theory,and takes bank Z Xingtai as the research object,analyzes the current situation of its human resources,combs and analyzes the survey data on the basis of questionnaire survey,and summarizes the main causes of the current situation of employee career planning in bank Z Xingtai Branch.First of all,most employees lack the awareness and understanding of career planning,and employees are unwilling or unable to independently complete the formulation of career planning;second,the comprehensive quality and ability level of some employees do not match the post requirements,and the personal development goals do not match the post requirements of the enterprise;third,at the organizational level,the training and management of employees are not in place The promotion mechanism and salary system are not reasonable.These main factors seriously affect and restrict the career planning of the employees in Xingtai Branch of bank Z.in the long run,they not only hinder the development of the employees’ career,but also affect the overall development of the enterprise and the realization of the strategic objectives.Therefore,the current situation of career planning of employees in Xingtai Branch of bank Z needs to be changed.Based on the main causes of the problem,the author puts forward the improvement plan and guarantee measures for the implementation of the plan from the aspects of the employees’ requirements and realization path.In terms of the improvement plan,the first is to reasonably position and plan the employees,position the development goals,improve their own quality and ability according to the plan,so as to meet the post requirements and achieve the matching of personnel and position;the second is to improve the management of the enterprise and provide the system guarantee.The first is to clarify the responsibilities and requirements of the post to help employees improve the quality and ability of the post requirements;the second is to make the post settings and demands open and transparent to give employees more opportunities for promotion;the third is to improve human resource management according to the needs of employees;the fourth is to improve their career planning according to the stage of their career.In the aspect of safeguard measures,the first is to build a learning organizational culture and improve the staff training system;the second is to develop a fair and reasonable promotion mechanism and build a more open and transparent promotion platform;the third is to institutionalize the staff’s career planning and management. |
