摘要
摘要
培训是指企业或公司通过各种的方式让员工具备工作所需要的技能或知识，
来提高员工的工作效率，改善工作业绩，并最终使企业总体绩效得以持续性提
升的活动。人员的培训提升是人才培训较有效的方法与手段，对培训系统而言，
设计一个结构完善、功能齐全的人员培训系统是十分关键的。为了顺应时代发
展与社会主义市场经济变革，进一步深入研究国有银行职工培训体制的优化对
策，构建系统化、全流程的职工培训管理体系，发掘人才资源潜能，强化专业
技术人才队伍建设，已经成为当前提高企业核心竞争力的重大课题。为了开展
有关调研，解决有关问题，为国有银行进一步发展一线柜员培训事业提供有益
借鉴，本文对有关理论进行了系统总结，对 A国有银行 S分行一线柜员培训状
况开展了系统调查研究，对面临的问题作出了系统科学分析，并提供了针对性
的对策意见和优化设计。
本文主要致力于人员培训系统优化工作，对有关基础知识问题进行了整体
总结，从国有银行人才培训的整体性和必要性入手，从人才培训内容与方法两
方面展开了研讨。并通过深入分析，对 A国有银行 S分行一线柜员的培训状况
展开了问卷调查与研讨，在对 S分行一线柜员的培训现状进行调查后，得出目
前的一线柜员培训还有很多可以优化的地方，比如培训需求分析不完善、培训
计划和实施不合理、培训效果迁移不好、没有建立培训评估长效机制等问题。
根据 S分行培训所存在的问题，本文提出相应的优化解决方案：S分行要
把一线柜员培训管理工作列入长期规划，逐步转变培训管理工作的边缘地位；
要优化培训管理体系，挖掘并提升培训要求，健全培训规划，细化培训过程，
增强培训成效转化，提升并评估培训工作成效；建立培训机制落实的保证措施，
强化企业人力财力物力的支持力量，完善并健全培训激励机制，改善培训环境，
并建立一线人员的职业生涯发展科学计划。在文章结尾，展望了S银行一线柜
员培训班的工作情况，并对如何在实际基层上，逐步加强银行职工相关培训理
论工作作出了更深入的假想。
关键词：国有银行；一线柜员；培训
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ABSTRACT
ABSTRACT
Training refers to an activity in which an enterprise or a company equips
employees with the skills or knowledge required for their work in various ways, so as
to improve their work efficiency, improve work performance, and ultimately improve
the overall performance of the enterprise continuously. The ultimate goal of training is
that the enterprise itself can reap greater benefits from the progress of its employees.
The improvement of personnel training is an effective methodand means for
personnel training. For the training system, it is very important to design a personnel
training system with perfect structure and complete functions. In order to adapt to the
development of the times and the reform of the socialist market economy, further in-
depth research on the optimization strategies of the staff training system of state-
owned banks, building a systematic and whole-process staff training management
system,exploring thepotentialofhumanresources, andstrengtheningthe
construction of professional and technical personnel have become the current It is a
major issue to improve the core competitiveness of enterprises. In order to carry out
relevant research, solve relevant problems, and provide useful reference for the further
developmentof front-linetellertrainingforstate-ownedbanks, thisthesis
systematicallysummarizesthe relevanttheories,andconductsasystematic
investigation and research on the training status of front-line tellers in branch S of
state-owned bank A. A systematic scientific analysis is made on the problem, and
targeted countermeasures are provided.
This thesis mainly focuses on the optimization of personnel training system,
summarizes the related basic knowledge issues as a whole, starts from the integrity
and necessity of personnel training in state-owned banks, and discusses the contents
and methods of personnel training. Through in-depth analysis, questionnaire survey
and discussion were carried out on the training status of front-line tellers in STATE-
OWNED BANK S Branch. After investigation on the training status of front-line
tellers in S Branch, it was concluded that there are still many places that can be
optimized for the current front-line teller training. For example, the training demand
analysis is not perfect, the training plan and implementation is not reasonable, the
training effect transferis not good, there isno long-term training evaluation
mechanism.
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ABSTRACT
According to the problems existing in the training of branch S, this thesis
proposes corresponding solutions: branch S should include the training management
of front-line tellers in the long-term planning, and gradually transform it into a
marginal status of training management; optimize the training management system,
explore and improve training Requirements, improve the training plan, refine the
training process, enhance the transformation of training effectiveness, and improve
and evaluate the effectiveness of training work; establish guarantee measures for the
implementation of the training mechanism, strengthen the support force of human,
financial and material resources of the enterprise, improve and perfect the training
incentive mechanism, and improvethe training environment , andestablish a
scientific program for career development of front-line personnel. At the end of the
article, it looks forward to the work of the S Bank's front-line teller training class, and
makes a more in-depth assumption on how to gradually strengthen the theoretical
work of bank staff training at the actual grassroots level.
Key Words:[State Bank]；[Front line teller]；[Training]
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