当前，中国信用卡行业的竞争日趋激烈。除了产品和服务的竞争以外，企业 销售人员的整体素质也成为企业的核心竞争力之一。为了减少招聘压力，提升销 售人员的素质，新员工培训体系的支持是必不可少的保障。 Z银行信用卡中心的传统新员工培训体系存在着诸多问题，主要包扩：新员工 彼此之间关系疏离，缺少互帮互助的团队精神；新员工缺乏竞争意识；新员工缺 少组织管理和责任意识；小组主任们对新员工的了解严重匮乏；课业学习吃力的 新员工极易流失等。这些问题的存在阻碍了Z银行信用卡中心员工素质的提升。 本文以ADDIE培训流程系统模型为基础，以人力资源管理、ST培训模式、柯式四 级评估模型理论等相关理论研究成果为补充，Z银行信用卡中心的现实情况，深度 优化了Z银行信用卡中心传统培训体系，并取得了良好的效果。针对Z银行信用 卡中心传统培训体系，具体的优化措施主要包括：增加新员工破冰活动环节；设 置积分制度；设置测试环节；改良奖惩机制；制作新员工培训情况跟踪表；设计 主任课堂观察表；设计辅导员观察表；召开新员工情况交流会。 本文的研究成果可以提升Z银行信用卡中心的培训质量，增加新人留存率， 减小招聘压力，提升企业竞争力，对招商银行信用中心有借鉴意义。 关键词：人力资源管理，新员工，培训 II Abstract At present, the competition in China's credit card industry is increasingly fierce. In addition to the competition of products and services, the overall quality of sales personnel has become one of the core competitiveness of enterprises. In order to reduce the recruitment pressure and improve the quality of sales personnel, the support of new employee training system is an essential guarantee. There are many problems in the traditional new employee training system of Z Bank Credit Card Center, mainly including: new employees are alienated from each other, lack of team spirit of mutual assistance; new employees lack of sense of competition; new employees lack of organizational management and sense of responsibility; group directors have a serious lack of understanding of new employees; new employees with learning difficulties are easily lost, etc. The existence of these problems hinders the improvement of the quality of the staff in the credit card center of bank Z. Based on the model of Addie training process system, supplemented by relevant theoretical research results such as human resource management, St training mode and kirsch four-level evaluation model theory, this paper deeply optimizes the traditional training system of Z bank credit card center and achieves good results. According to the traditional training system of Z Bank Credit Card Center, the specific optimization measures mainly include: adding ice breaking activities for new employees; setting up points system; setting up test links; improving reward and punishment mechanism; making new employee training tracking table; designing director classroom observation table; designing instructor observation table; holding new employee information exchange meeting. The research results of this paper can improve the training quality of Z Bank Credit Card Center, increase the retention rate of new employees, reduce the recruitment pressure, improve the competitiveness of enterprises, and have the value of promotion in the whole system of China Merchants Bank Credit Center.。。。。。。以下内容略