当前，中国金融业的发展正处于全球经济一体化的环境当中。随着互联网和 信息技术的不断升级，中国的银行不仅面临着行业内部的激烈竞争，即国内外多 家银行纷纷进入日渐饱和的中国市场；还面临着外部新兴行业的冲击，即各种电 子支付平台已经成为了人们日常支付结算的主流交易方式。面对行业内部不断的 竞争及行业外部的各种挑战，各个银行都需要不断地提升其员工的知识水平和综 合素质，使其适应为应对这些挑战从而不断变化的岗位工作内容。 农发行甘肃省分行营业部是中国唯一一家农业政策性银行的二级分行之一， 该银行创造的利润多少取决于其员工的工作表现。随着总行的改革与发展，一些 岗位有所调整，而一些岗位的工作内容也发生变化，这使得营业部更加重视对人 才的培养和储备。本文以农发行甘肃省分行营业部的员工培训体系为研究对象， 通过问卷调查的方法获取有关营业部员工培训体系现状的数据、员工对于培训的 意见和期望，并结合个人访谈深入挖掘营业部当前培训体系存在的问题。该培训 体系的问题主要表现为培训内容与培训需求不匹配、员工参与培训计划的程度较 低、员工参加培训的意愿程度不高、培训的转化效果较差、培训重形式轻效果等 五个方面。本文对问题的成因进行分析，结合对员工培训相关理论的梳理和总结， 提出优化方案的框架结构，具体分为对培训目标及原则的优化和对培训内容的优 化，后者则又细分为定期开展科学的培训需求分析、详尽完善培训计划、充实培 训的课程内容、运用多元化的培训方式、拓展培训的师资力量和优化培训的效果 评估。 本文对农发行甘肃省分行营业部员工培训体系进行优化，目的在于为农发行 甘肃省分行营业部的培训工作和员工队伍建设提供参考，进一步促进农发行甘肃 省分行营业部的业务发展，有助于实现农发行总行的战略目标。 关键词：农业政策性银行，培训体系，优化MBA 学位论文 作者：沈昊 农发行甘肃省分行营业部员工培训体系优化研究 II THE OPTIMIZATION OF TRAINING SYSTEM FOR THE STAFFS OF BUSINESS DEPARTMENT OF GANSU BRANCH OFADBC Abstract Currently, the development of financial industry in China is in the context of global economic integration. With continuous upgrading of Internet and information technology, Chinese banks are not only face with the fierce competition in financial industry, such as many domestic banks and foreign banks have entered increasingly saturated Chinese market; but also face with the impact from other emerging industries, such as various electronic payment platforms have become the mainstream way when people pay for something. In order to deal with these challenges, every bank needs to improve its’employees’ knowledge levels and comprehensive qualities, so as to adapt employees to their changing job contents which results in coping with the challenges. Business department of Gansu branch of agricultural development bank of China （ADBC） is one of the secondary branch of the only agricultural policy bank in China, the bank profits depend on the employees’ performance. With the reform and development of ADBC, some positions are being adjusted, some job contents are changing either, which makes Business department of Gansu branch of ADBC pay more attention to the cultivation and reserve of talents. This paper regard the training system of business department of Gansu branch of ADBC as the research object, obtain the data of current training system, staffs’ opinions and expects of training . Combining with personal interviews to dig into the existing problems in the current training system of the business department of Gansu branch of ADBC. The main problems of the staffs’ training system are mismatch between training needs and training contents, employees’ participation in the training plans is low, employees' willingness to participate in the training is not high, training transfer effect is bad, and training emphasis on the form of training work over the training effect. This paper analysis the reason of the training system problems, combine with combing and summarizing related theories, propose the framework of optimization research structure, concretely consists of the optimization of training target and the training contents, the optimization of training contents consists of carrying out scientificMBA 学位论文 作者：沈昊 农发行甘肃省分行营业部员工培训体系优化研究 III training needs analysis regularly, improving the training plans, expanding the training courses’ content, adopting diversified training methods and training teachers, and optimizing the training effect evaluation. By optimizing the staffs training system, this paper is to provide reference for the training work staff construction of the business department of Gansu branch of ADBC and other secondary branches of ADBC, further promote the business development of the business department of Gansu branch of ADBC, contribute to make the strategic goals of the head office ofADBC come true. Key words: agricultural policy bank, training system, optimizationMBA 学位论文 作者：沈昊 农发行甘肃省分行营业部员工培训体系优化研究 IV 目 录 中文摘要......................................................................................................I Abstract....................................................................................................... II 第一章 绪论................................................................................................1 1.1 研究背景与意义..............................................................................................1 1.1.1 研究背景................................................................................................... 1 1.1.2 研究意义................................................................................................... 2 1.2 研究内容与思路..............................................................................................3 1.2.1 研究内容................................................................................................... 3 1.2.2 研究思路................................................................................................... 3 1.3 研究工具与方法..............................................................................................5 1.3.1 研究工具................................................................................................... 5 1.3.2 研究方法................................................................................................... 5 第二章 相关理论概述.............................................................................6 2.1 基本概念界定..................................................................................................6 2.1.1 培训的概念界定....................................................................................... 6 2.1.2 培训体系的概念界定............................................................................... 6 2.2 相关基础理论..................................................................................................9 2.2.1 马斯洛的需求层次理论........................................................................... 9 2.2.2 帕森斯的“人职匹配”理论......................................................................10 2.2.3 胜任力素质理论..................................................................................... 10 2.2.4 人力资本理论......................................................................................... 10 2.2.5 柯氏四层级学习评估理论......................................................................11 第三章 农发行甘肃省分行营业部员工培训体系现状与问题分析....12 3.1 农发行甘肃省分行营业部概况....................................................................12 3.2 农发行甘肃省分行营业部员工结构分析....................................................13 3.3 农发行甘肃省分行营业部员工培训现状调查............................................14MBA 学位论文 作者：沈昊 农发行甘肃省分行营业部员工培训体系优化研究 V 3.3.1 调查的目的............................................................................................. 14 3.3.2 调查的内容............................................................................................. 14 3.3.3 调查的实施............................................................................................. 14 3.3.4 调查的结果...........................................................