在经济飞速发展的新时代，当代企业间的竞争愈加表现为软实力竞争，人才资本 的竞争已成为各企业角逐的重要领域。如何维系人才、培养人才、提高员工的工作能 力和忠诚度，保持企业源源不断的人才供给已成为企业重点关注和解决的问题。中国 邮政自全面推进业务转型升级发展以来，企业内外部环境发生巨大变化，中国邮政 B 分公司近年来发展迅猛，代理金融业务作为公司业绩的主要增长点，面临的挑战与机 遇并存，是行业转型的主要代表。转型发展的过程，需要有优秀人才的支撑，而邮政 经营的金融业务又需要朝着专业化、规范化的方向发展才能在金融行业立足，因此专 业的理财经理培训就尤为重要。 本文首先阐明了研究的背景和意义，并通过文献调研法，对国内外培训研究现状 进行了文献综述，为文中分析员工培训体系以及优化设计提供了理论基础。其次，通 过访谈与问卷调查等研究方法，深入调研 B 邮政公司理财经理培训现状，科学分析培 训存在的问题及产生问题的原因,总结出 B 邮政公司理财经理培训存在培训导向不明 确、组织机构不健全、培训需求分析不全面、对外来培训机构过度依赖、培训评估机 制不健全及培训课程不系统六个方面的问题。 围绕 B 邮政公司理财经理培训现状及问题，结合培训体系设计过程的 4 个主要 步骤和过渡型培训模式理论，提出对 B 邮政公司理财经理培训体系优化方案，一是 将培训纳入企业战略发展的背景中，制定培训目标系统；二是在公司现有培训组织框 架的基础上，提出相应构建对策，优化了培训组织系统；三是从明确培训需求、拟定 培训计划、严控培训实施、加强效果评估四个阶段对培训流程系统进行了优化；四是 构建符合不同岗位需求和个人期望的课程体系，对培训课程系统进行了优化；最后按 照制度保障、环境和设施保障、师资力量保障、职业发展保障和文化保障五个方面， 对培训保障系统进行了优化。 关键词：邮政公司；理财经理；培训体系B 邮政公司理财经理培训体系优化研究 I ABSTRACT In the new era of rapid economic development, the competition among contemporary enterprises is increasingly manifested as soft power competition, and the competition of talent capital has become an important field for enterprises to compete. How to maintain talents, cultivate talents, improve the working ability and loyalty of employees, and maintain the continuous supply of talents has become the key concern and solution of enterprises. Since China Post has comprehensively promoted the transformation and upgrading of its business, great changes have taken place in the internal and external environment of the enterprise. In recent years, China Post Branch B has developed rapidly. As the main growth point of the company's performance, the agency financial business faces both challenges and opportunities, and is the main representative of the industry transformation. The process of transformation and development needs the support of excellent talents, and the financial business of postal business needs to develop in the direction of specialization and standardization in order to have a foothold in the financial industry. Therefore, the training of professional financial managers is particularly important. In this paper, the literature clarifies the background and significance of the research, and through the method of literature review of training research at home and abroad, which provides a theoretical basis for the analysis of staff training system and optimization design.Secondly, through interviews and qualitative research methods such as questionnaire, through in-depth research on B postal company wealth managers training present situation as well as scientific analysis of the training status quo of the existing problems and causes of problems, B postal finance manager training problems have been summed up to six aspects, such as unclear orientation and organization, incomplete training needs analysis, relying too much on training organization as well as unscientific evaluation mechanism or training curriculum system. Centering on the current situation and problems of the financial manager training system of B Post Company, this thesis proposes an optimization scheme for the financial manager training system of B Post Company in combination with the four main steps of the training system design process and the theory of transitional training mode. Firstly, Training should be brought into the enterprise strategic development, and the training target system should be formulated. Secondly, on the basis of the current trainingABSTRACT II organization framework of the company, the corresponding countermeasures are put forward to optimize the training organization system. Thirdly, the training process system was optimized from four stages: clarifying training needs, formulating training plans, strictly controlling training implementation and strengthening effect evaluation. Fourthly, the course system that meets the needs of different positions and personal expectations should be constructed and the training course system should be optimized. Finally, according to the safeguard measures from five aspects, such as system, environment and facilities, teachers, career development and culture, the improvement and optimization of the training system are proposed. KEYWORDS: post corporation;professional master;training systemB 邮政公司理财经理培训体系优化研究 1 目 录 第一章 绪论.................................................................................................... 1 第一节 研究背景和意义.................................................................................................1 一、研究背景.................................................................................................................1 二、研究意义.................................................................................................................1 第二节 国内外培训研究现状.........................................................................................3 一、国外关于培训体系研究........................................................................................ 3 二、国内关于培训体系研究及金融行业培训新问题................................................ 4 第三节 研究方法、内容及思路.....................................................................................4 一、研究方法................................................................................................................ 5 二、研究内容................................................................................................................ 6 三、研究思路................................................................................................................ 6 第二章 相关概念与理论基础........................................................................8 第一节 相关概念.............................................................................................................8 一、培训体系的含义.................................................................................................... 8 二、培训体系的内容.................................................................................................... 8 三、理财经理的概念.................................................................................................... 9 第二节 理论基础...........................................................................................................10 一、培训体系常见模式.............................................................................................. 10 二、培训需求理论...................................................................................................... 12 三、培训效果评估理论.............................................................................................. 12 第三章 B 邮政公司理财经理培训现状及问题分析...................................14 第一节 B 邮政公司基本情况........................................................................................14 一、B 邮政公司组织发展战略和核心价值观........................................................... 14 二、B 邮政公司的组织结构....................................................................................... 14 三、B 邮政公司人力资源概况................................................................................... 14 第二节 B 邮政公司理财经理概况..................................................................................15目 录 2 一、B 邮政公司理财经理岗位职责........................................................................... 15 二、B 邮政公司理财经理基本情况........................................................................... 15 三、理财经理群体特征.............................................................................................. 17 第三节 B 邮政公司理财经理培训情况........................................................................18 一、培训组织.............................................................................................................. 18 二、培训内容.............................................................................................................. 18 三、培训的形式.......................................................................................................... 19 四、培训评估.............................................................................................................. 19 五、培训情况调查问卷设计及分析.......................................................................... 19 第四节 B 邮政公司理财经理培训存在的问题............................................................23 一、培训导向不明确.................................................................................................. 23 二、组织机构不健全.................................................................................................. 24 三、培训需求分析不全面.......................................................................................... 24 四、对外来培训机构过于依赖.................................................................................. 24 五、培训评估机制不健全.......................................................................................... 24 六、培训课程不系统.................................................................................................. 25 第五节 问题的原因及分析...........................................................................................25 一、培训理念落后...................................................................................................... 25 二、领导重视程度不高.............................................................................................. 25 三、企业性质有别于商业金融机构.......................................................................... 25 第四章 B 邮政公司理财经理培训体系优化.................................................27 第一节 培训体系优化的思路和原则...........................................................................27 一、基本思路.............................................................................................................. 27 二、基本原则.............................................................................................................. 27 第二节 培训模型的选择和构建...................................................................................28 一、理论模型的选择.................................................................................................. 28 二、培训模型的构建.................................................................................................. 28 第三节 培训体系方案优化设计...................................................................................29 一、培训目标系统优化.............................................................................................. 29 二、培训组织系统优化.............................................................................................. 30 三、培训流程系统优化..............................................................................................31B 邮政公司理财经理培训体系优化研究 3 四、培训课程系统优化.............................................................................................. 36 五、培训保障系统优化.............................................................................................. 38 第五章 结论和启示......................................................................................43 第一节 研究结论...........................................................................................................43 第二节 研究启示...........................................................................................................44。。。。。。以下内容略