Research On Staff Training System Optimization Of Remote Intelligent Banking Center Of C Bank

With the rapid development of global economy,science and technology,as well as the increasing explosion of knowledge and information,small and medium-sized commercial banks and Internet banks spring up like bamboo shoots.As the customers’ degree of education,awareness of the rights and interests protection,and requirements for bank service standards are increasing day by day,state-owned commercial banks are facing challenges in decreasing market shares and increasing market risks.This puts forward higher requirements for the remote intelligent banking center,which is responsible for remote customer service and emergency response of one’s employees.Therefore,it quite deserves to research how to continue to provide customers and employees with professional,high quality,efficient service and support so that the bank in such fierce market competition can continuously enhance the core competitiveness and maintain competitive advantage.The subject mentioned above is worthy of in-depth study by every bank’s remote intelligent banking center.As we all know,staff training is pretty important,because every organization is composed of employees,and the development of an organization depends on the wisdom and labor of employees.Staff training can help promote the employees’ competence to enhance the core competitiveness of the organization,and help the organization to achieve its strategic goals.In an organization,human resource management takes on the functions of selecting,educating,employing and retaining employees,among which,educating people is a particularly important step.How should an organization educate its people to be someone with the talents that will make some contribution to its development and promote the implementation of its strategic goals? All the things mentioned above require the organization to build a relatively perfect training system.The research object of this thesis is the training system of Remote Intelligent Banking Center of Bank C(hereinafter referred to as "Remote Bank Center").The author studies and considers how to continuously optimize the training system of cadres and staff of Remote Bank Center in the increasingly fierce competition in the financial industry,which can help Remote Bank Center to cultivate talents matching its high-quality development,promote the establishment of its brand of "Intelligent Service",and help to complete its strategy of "Six Modernization".This thesis mainly uses questionnaire method,interview method and other methods to carry out research and analysis.Firstly,the author sorted out and studied the relevant research literature on the training system of banks to learn the training management theories at home and abroad,and the author formed this thesis on the basis of the theories mentioned above.Secondly,the author collected,collated and carefully studied the recent years’ rules and regulations of the Bank Remote C Banking Center’s training system.Then,the author observed each step of training management and evaluated the stock training resources.Hence,the author can comprehensively present the status quo of the Remote Banking Center’s training system.Thirdly,the author distributed questionnaire to the employees of Remote Banking Center at a ratio of 1:10 to collect their opinions and suggestions on the existing training system.Through the selection and integration of the recovered information,the collected information was sorted out and analyzed,and the problems of the current training system of the Remote Banking Center of Bank C were obtained,which showed that though its system was basically shaped,it is still disorganized relatively.That is to say,its rules and regulations,the construction of resource pool need to be further strengthened,and the control of all steps of training management needs to be further optimized and improved.Fourthly,the author interviewed the relevant personnel about the questions obtained in the questionnaire survey.Then,the author sorted out optimization solutions for the existing problems on the base of the interview results and the CIPP model.Finally,the author realized that the optimization of the training system was not an overnight job,because of the update and maintenance of education and training resources,especially those of the network learning platform,are heavy tasks.The system needs to be adjusted according to the changes of national policies and their own development strategies,even if the update and improvement,to keep pace with the time.The optimization measures proposed in this thesis further optimize the training system,so as to efficiently train more talents to meet the needs of the development of the center.At the same time,it can provide reference ideas for staff in the same industry.