I 摘要 随着金融业的大阔步发展，银行所处的环境变得更加纷繁复杂并且快速多变，正在 经历着前所未有的来自全球一体化、信息网络化、知识与创新、企业的变革与更迭等各 方面的挑战。银行之间越来越激烈的竞争归根到底还是人才之间的较量，而从战略角度 上讲，培训是企业对人才进行优先投资与开发的一种手段。怎样在一个知识、技术、专 业密集支撑的环境中，优化银行现有的人力资源培训体系，从而对员工形成正向激励， 使银行更有核心竞争力，这一问题变得十分具有现实意义。 本文以商业银行 Z 银行石家庄分行（限石家庄地区）为研究对象，首先进行了研究 背景及研究目的、意义的阐述，对国内外培训理论及国内外银行相关培训理论研究现状 进行了归纳总结。再以培训、组织学习与学习型组织、人力资本、培训需求、培训效果 评估等相关理论为学术基础，用以研究 Z 银行石家庄分行培训体系现状。 通过个别深度访谈的形式分别从管理者角度和员工角度深入探讨 Z 银行石家庄分 行（限石家庄地区）培训体系存在的问题，访谈培训经办人或主管 5 人、员工 345 人， 并对访谈结果进行了统计。基于访谈结果，设计调查问卷，收回有效问卷 291 份，利用 SPSS 23.0 统计软件进行因子分析及相关性分析，对 Z 银行石家庄分行培训体系进行实 例研究，并对实证分析结果进行归纳总结整理，深入分析研究 Z 银行石家庄分行（限石 家庄地区）培训体系存在的主要问题，并根据调查分析结果对培训体系环节中主要存在 的问题按照亟待改进的重要程度有针对性地做出优化设计。 通过研究，笔者发现 Z 银行石家庄分行虽然有较为完备的培训体系，涉及点面多却 深度挖掘不够，种类丰富却针对性不足，缺乏充足的需求分析、培训计划制定缺乏统筹 性、培训组织实施有待完善、培训效果评估体系不健全等突出问题。 鉴于此，本文提出对 Z 银行石家庄分行培训体系进行优化，明确员工的培训需求， 制定符合企业战略发展的培训计划，加强培训环境建设、培训课程开发设计、师资力量 建设。结合“互联网+”的形式，对培训课程、培训方式、培训师资提出了创新对策， 针对不同条线员工特点、岗位特点提出不同课程设计，形成具有特色的培训模块；对传河北大学硕士学位论文 II 统培训模式进行突破，进行“X 次面授+课程开发+网络+实战”相结合的多维立体形式， 开展分阶段、系列化、系统性培训与学习，并引用新型实战化培训工具作为创新教学方 式；提出了搭建移动式、开放式、参与式培训共享平台，运用大数据采取移动平台进行 定制、精准推送，对培训进行个性化制定，优化培训跟踪和反馈，建立科学有效的培训 效果评估，并依托组织保障、文化保障、制度保障和系统保障，以激励员工自身发展， 促进企业持续壮大，实现二者的双赢。 关键词 商业银行 调查分析 培训体系 优化研究Abstract III Abstract With the rapid development of the financial industry, the external environment of banks has become more complex, changeable, and is experiencing unprecedented challenges from all aspects including global integration, information networking, knowledge-based innovation, and corporation restructure. In the final analysis, the increasingly intense competition among banks is still a contest between professionals. From a strategic perspective, training is a means for enterprises to prioritize investment and development for professionals. Therefore, it is critical to figure out how to optimize the banks’ existing human resources training system to form positive incentives for employees and equipped the bank with core competitiveness in an environment basing on knowledge, technology, and professionalism. In this study Shijiazhuang branch of Bank Z (limited to Shijiazhuang area) was taken as the research subject. Firstly, it elaborates the research background, purpose and significance, and reviews current relevant studies about training and bank-related training theories in China and abroad. Based on the theories of training, and learning-featured organization, human resource, training needs, training effect evaluation and other relevant theories, this paper demonstrates the current situation of the training system of Shijiazhuang branch of Bank Z. Through some in-depth interviews, the problems in the training system of Z Bank Shijiazhuang Branch (limited to Shijiazhuang area) were discussed from the perspective of managers and employees respectively. The interview participants include 5 handlers or supervisors and 345 employees, and the interview results were analyzed. A questionnaire was designed basing on the interviews, 291 valid questionnaires were taken back. SPSS was employed for factor analysis and correlation analysis to study the training system of Shijiazhuang branch of Bank Z. This paper interprets the results of empirical analysis and in-depth research Shijiazhuang branch of Bank Z (limited to Shijiazhuang area), and clarifies main problems of training system of it. Basing on the results of the investigation and analysis,河北大学硕士学位论文 IV it optimizes the training system according to the severity of the existing main problems. However, the study suggests that although Shijiazhuang branch of Bank Z has a relatively comprehensive training system, there are still some problems. For example, in spite of involving many aspects the training is somewhat superficial. And it has other prominent problems such as lack of sufficient demand analysis and strong implementation, unreasonable training plan, underdeveloped training organization, and imperfect training evaluation system. Given the fact, the purpose of this paper is to optimize the training system of Shijiazhuang branch of Bank Z with a broader focus on these processes, including identifying the training demands of employees, developing training plans matched with the development strategy of the enterprise, and strengthening training system on environment construction, curriculum design, and improvement of teaching capability. Combined with the form of "Internet plus", innovative countermeasures are proposed for training curriculum, training methods and trainer capability. The designed curriculums vary according to the characteristics of specific staffs and positions, forming distinctive training modules. To advance the traditional training modes, a multi-dimensional form of "X times face-to-face teaching + course development + network + practice", and a phased, serialized and systematic training and learning approach will be implemented, meanwhile, using the new practical training tool for innovative teaching. It also suggests to build a mobile, open and participative training sharing platform, use big data to adopt mobile platform for customization and information push, as well as optimize training tracking and feedback to establish a scientific and effective training evaluation system. The enterprise could rely on the guarantee of organization, culture ， regulation and system to encourage employees' development, and promote the continuous growth of the enterprise itself, leading to a win-win result. Keywords Commercial bank Investigation and analysis Training system Optimization research目 录 V 目 录 第一章 绪论.1 1.1 研究背景....................... 1 1.2 研究目的与意义........... 1 1.3 研究现状....................... 2 1.3.1 国外研究现状.... 2 1.3.2 国内研究现状.... 3 1.3.3 文献综评............ 4 1.4 研究内容、方法及创新点.......................... 4 1.4.1 研究内容............ 4 1.4.2 研究方法............ 6 1.4.3 创新点................ 7 第二章 相关理论概述................9 2.1 培训的内涵................... 9 2.1.1 培训的定义........ 9 2.1.2 培训的分类及方法......................... 10 2.2 培训体系的环节......... 10 2.2.1 培训需求分析...11 2.2.2 培训计划制定...11 2.2.3 培训组织实施.. 12 2.2.4 培训效果评估.. 12 2.3 相关理论..................... 13 2.3.1 组织学习与学习型组织................. 13 2.3.2 人力资本理论.. 14 2.3.3 人本主义学习理论......................... 15河北大学硕士学位论文 VI 第三章 Z 银行石家庄分行培训体系现状分析.....16 3.1 Z 银行石家庄分行概况.............................16 3.1.1 基本情况.......... 16 3.1.2 组织结构及人员构成情况............. 16 3.2 Z 银行石家庄分行培训体系现状.............17 3.2.1 培训体系管理现状......................... 17 3.2.2 培训体系实施现状......................... 18 第四章 Z 银行石家庄分行培训体系存在问题分析............................21 4.1 调查设计..................... 21 4.1.1 调查设计目的.. 21 4.1.2 研究对象.......... 22 4.1.3 访谈设计.......... 22 4.1.4 问卷设计.......... 23 4.2 问卷