Management of professional career promotion of employees

Abstract

With the national economy entering a high-quality development stage, the financial supply side reform has become the future development direction of the financial industry. As an important part of the financial industry, commercial banks are bound to accept the baptism of the times in this wave of reform. Although there are many kinds of financial institutions in China, most commercial banks are seriously homogenized in business. In this case, the competition between industries is still very fierce. If you want to survive and develop in the competition, you need to constantly tap the core competitiveness of enterprises. As the core resource of enterprises, the sustainable cultivation of talents is of great significance to the long-term sustainable development of banks. Career management provides talent support for the long-term development of banks. Employees and banks can grow together and seek common development. Therefore, it is of great significance to optimize the career management of employees. This paper takes Xuyi rural commercial bank as the research object, takes employee career management as the research subject, introduces the current situation of Xuyi rural commercial bank and employee career management, and uses the methods of data access, questionnaire survey and interview to analyze the shortcomings of Xuyi rural commercial bank's employee career management, and trace the causes of the problems. Combining with the theory of career development stage, this paper optimizes the problems existing in the current work of Xuyi rural commercial bank, aiming to provide important support for the long-term sustainable development of the bank. This paper first carried out the research on the staff structure analysis, staff composition and career management status analysis of Xuyi rural commercial bank, providing basic support and data collection for the optimization of career management scheme in the later stage. According to the current situation of SF rural commercial bank, a questionnaire was designed. Through the questionnaire survey and employee interviews, it was found that the employees' career planning was unclear, the enterprise paid insufficient attention to the employees' career, the mechanism was not perfect, the promotion channel was narrow, the necessary training and guidance were lacking, the corporate culture did not play a positive role in guiding, and some personnel did not pay enough attention to the career management. The scheme focuses on the four stages of exploration, establishment, maintenance and decline, and puts forward corresponding suggestions for each stage. At the same time, in order to prevent the optimization scheme from entering the misunderstanding in the implementation process, special precautions are put forward. Finally, a number of safeguard measures are listed to ensure the smooth implementation of the scheme, so as to realize scientific employee career management and lay a talent foundation for the healthy and orderly development of the bank.