摘 要
在科技、经济高速发展的今天，人才俨然已成为企业发展的核心竞争力。人力资源
是现代企业的核心能力和取得竞争优势的基础。在现代企业中人员、职位、组织三者之
间的动态匹配度越来越高。一个成功的企业必然需要一群训练有素，经验丰富、能胜任
岗位的员工，培养和提高员工的胜任力是企业发展的必要手段。现在越来越多的研究者
和管理者关注企业如何有效培训员工，并且藉此获得竞争优势,提高企业的绩效。
YC 银行始终坚持创新与发展，多年来不断努力，已经成长为国内拥有最多网点。为
了企业更好的发展，YC 银行充分认识到人才的重要性，为提高人才的专业性和胜任能力，
为实现更高更远的战略目标，YC 银行一直对员工进行内部培训，但目前的培训在系统性
和专业化方面仍需很大的改善和提高。
本文通过总结现有的培训经验，分析企业发展需要以及员工培训需求分析，构建了
基于胜任力的培训体系。首先介绍了胜任力、胜任力模型的研究理论、方法等，把 YC
银行的培训现状和银行的战略目标高度结合起来，以营业网点支行长为对象，运用事件
访谈法等方法分析支行长的胜任力，从支行长胜任力模型中提炼出支行长的三大胜任力
模块，即个人素养、员工的管理、经营管理。从自我修炼、团队建设、任务执行三个角
度阐释，以提高支行长的全局意识、责任风险意识、自我学习与提高、加强支行长的交
往能力、教授培养能力、激励下属能力，组织能力等为目标进行培训需求分析，建立支
行长培训体系；接着在需求分析的基础上，建立支行长培训体系的实施运作流程；最后
提出让培训有效执行的保障措施。以期为 YC 银行的发展提供更适合、更匹配的人才，
希望支行长通过培训学到的知识在工作中用的上、用的好、用的巧与银行实际发展相适
应。同时也为银行人力资源管理的培训工作提供更多的可行性的参考。
关键词：培训 胜任力 胜任力模型 YC 银行 支行长
Abstract
Nowadays, economy and sci-tech industry are developing with high-speed and talents
have become the core competitiveness of enterprise development. Personnel are the core
competence and basis of the modern enterprise, in which dynamic matching of employees,
positions and organizations is increasing. A successful business necessarily requires a group
of well trained, rich experienced and position qualified employees, in addition staff training is
the necessary means of enterprise development. More and more researchers and managers pay
attention on staff training effectively, thereby gain the advantage and improve enterprise
performance..
YC bank always adhere to innovation and development, years of continuous efforts, has
grown into the largest national outlets. In order to better the development of enterprises, YC
bank fully recognizes the importance of talents. The YC bank has been conducting internal
training for staff to improve the professional talent and competence, in order to achieve higher
and further strategic target, but the present training still need to be improved and enhanced in
systematic and professional.
This thesis has built competency-based training system, by summarizing ongoing
training traditions and analyzing the enterprise’s developing goal and trainees’
expectations. .The thesis firstly gives a total introduction of how to study competency and its
model. By uniting the YC bank’s training actuality and its strategic target, the author has
studied the branch officers’ competency through the way of BEI Behavior Event Interview,
thus extracted 3 competency models: Personal ability, staff management and operation
management. The bank ought to build the branch officers training system so that it can
enhance their global awareness, liability risk consciousness, the ability of self-taught,
communicating, instructing, motivating and organizing. Then based on the analysis of demand,
the establishment of branch president of implementation of the training system operation
process; finally, puts forward some measures to protect the effective implementation of that
training. The bank needs to update and qualify employees, so as to the training system equips
the branch officers with practical, user friendly and concrete skills. And what is more, the
system could be taken as reference for the bank’s total personnel training.
Key Words：Training; Competency; Competency model; YC bank; Branch president