What suggestions and measures are there to strengthen the professional construction of safety supervision team?

1. Establishing a systematic talent construction plan, formulating corresponding talent construction measures and improving human resource management ability (1) Talents are the core resources to enhance the competitiveness of enterprises. How to introduce talents, cultivate talents, use talents and retain talents must be paid attention to from the system, to ensure the process, standardization and sustainability of talent team construction, to create a good atmosphere for talents to play a role in their work, to serve the strategy of "two reforms along the way" and to help the whole bank realize scientific and technological innovation and strategic transformation. (2) The introduction of the system is the guarantee of talent construction, but the implementation of the corresponding measures will not make these plans a beautiful idea and a dead letter. According to the actual situation at this stage, the Bank has comprehensively formulated a five-year plan for talent construction, and accordingly formulated an education and training plan and a talent reward law to assist in the realization of this plan. In practice, these data and training plans are the established goals and frameworks, aiming at promoting learning and learning from each other through examinations, forming a good learning atmosphere and strengthening the comprehensive quality of employees. How to give full play to these goals and training processes and improve the quality of employees is more important. The effectiveness of this learning and training process and its execution in practical work also require employees of the whole bank to give full play to their consciousness and initiative, strengthen their learning awareness, let employees truly understand the deep intention of implementing and formulating planning systems and setting access requirements, and achieve maximum utility through full cooperation from top to bottom. (C) by improving the ability of human resource management, fully mobilize the enthusiasm of employees, so as to enhance the performance of employees. Talent resource is the first factor of productivity and the core resource of modern enterprises. By improving the ability of human resource management, creating a platform for employees to display their talents, and choosing suitable positions reasonably according to the characteristics and advantages of different employees, talents can be brought into full play, potential can be stimulated, personal value can be realized, huge benefits can be created for banks, and the needs of future development and market competition can be better met. 2. Employees carry out career development planning. Employees should make a systematic self-evaluation based on their own advantages, knowledge and skills, work experience and career goals, choose the appropriate development direction, make personal career plans, set annual work goals, three-year and five-year work plans and corresponding promotion measures. In the process of achieving the goal, summarize and supplement it to meet the needs of development. (1) It is conducive to a more comprehensive understanding of the characteristics and job orientation of human resource managers, and it is convenient to divide employees into management, marketing, professional and operational talents for differentiated training. It is conducive to the human resources management department to better allocate human resources in combination with the actual needs of each position. (B) is conducive to strengthening communication between employees and management. By understanding the needs of employees, according to the actual situation, provide a platform to realize personal value, so that they can give full play to their personal advantages and tap their potential in their work. Let employees see hope and feel the attention and support of the unit to employees, which is also a means to retain talents. (3) Career planning is a kind of supervision for employees to improve themselves. There is motivation only when there is a goal. Many employees are content with the status quo, especially the young employees at the front line of the counter. They lack motivation in mechanical work all the year round. Through career planning, they can have a clear future development direction and let invisible pressure arouse their enthusiasm for learning. 3. Improve the talent introduction mechanism, employment system and talent flow mechanism (1) and diversify the talent introduction mechanism to broaden the road of talent reserve. In recent years, the introduction of talents in our bank mainly focuses on recruiting fresh college students, all of whom have been assigned to grass-roots work. This kind of talents can solve the basic job needs. In the long run, recruiting fresh graduates for training can ensure the stability of the team, the loyalty of employees is relatively high, they have a deeper understanding of rural credit, and they can make better decisions in practice and serve the development of agriculture, rural areas and farmers. However, it is difficult for other positions with high requirements for business knowledge and work experience to be competent at once, and it is also difficult for some positions with strong professional requirements to choose suitable talents from employees in the industry. Therefore, it is very necessary to introduce high-quality professionals from all walks of life and talents with rich work experience and resources to solve the particularity and urgency of post work while introducing fresh graduates for training. 1. Employees of other financial institutions are the most important choice for employees introduced from outside, and financial work experience is a necessary condition for hiring employees without exception. Such talents have certain financial work experience and connections, but how to make these people understand the particularity of rural finance, adapt to the actual situation of the Bank, play their own value for the strategic development of the Bank, and ensure their loyalty needs to be guaranteed by implementing supporting incentive policies in other aspects. 2. College student village officials have become the target of a new group of rural financial institutions with their potential advantages. This year, the first batch of university student village officials in our city will soon change jobs, and the introduction of university student village officials can better help our bank to support the work of agriculture, countryside and farmers. In recent years, college student village officials have been in direct contact with farmers and rural work, and have a deeper understanding of the problems existing in farmers' capital operation and entrepreneurship, effectively exerting the advantages of familiarity and customers, ensuring the accurate collection and credit granting of credit customer information, and making loans more targeted, safe and efficient. At the same time, in terms of language communication and coordination ability, interpersonal communication ability, social adaptability, market research ability, market expansion ability, etc., college student village officials are relatively prominent, which can also drive the increase of savings resources. In addition, several years of rural administrative service work have enabled college student village officials to have good qualities of hard work and dedication, as well as enthusiasm for serving agriculture, countryside and farmers and driving farmers to start businesses and become rich. For college student village officials, through open recruitment, we should choose suitable positions, such as the position of account manager, and organize systematic financial professional knowledge, professional skills and professional ethics and culture training to help them complete their role transformation as soon as possible and better integrate into the big family of rural finance. 3. More flexible ways of employing experts, such as agreement salary system, financial consultant system and post appointment system, have been implemented, and the introduction of professional and technical talents in rural financial system is generally less, and there are more operational single talents. In the practice of our bank, through the recruitment and talent training reserves over the years, the number of graduate students 1 person is 0. 18%, the number of undergraduate graduates is 242, accounting for 44.32%, and the number of junior college graduates 137, accounting for 25.09%. There are not a few talents with various academic qualifications and financial certificates. Basic talents can basically meet the needs of daily work, but senior talents are lacking. There are many graduates majoring in finance, accounting, computer and law. In the whole bank, but it is difficult to apply what you have learned in your work, give full play to your creativity and practical ability, and bring creative wealth to our bank. It takes a long time to accumulate experience, combine practice in work, skillfully use it and make decisions. Therefore, there is still a shortage of experts familiar with finance and capital operation, management talents familiar with rural economy and rural work, compound talents familiar with banking business and senior professional and technical talents. For some talents in special positions, the urgent needs of practical work are solved by introducing talents from outside, and at the same time, the exchange and cooperation of knowledge and technology among employees are strengthened, so as to promote the common learning of employees, promote the accumulation of basic talent experience, better reserve talents and promote the strategic transformation of the whole bank. (II) Activating the employment system and realizing role exchange with benefits In the current employment system of our bank, there are three types of contract workers, temporary workers and dispatched workers, mainly contract workers and temporary workers. In the past practice, the conversion from temporary workers to contract workers was realized through business skill test, professional knowledge test and ranking bonus. In recent years, it has also begun to try to use the labor dispatch system. How to realize the role transformation among the three, and achieve the purpose of tapping, retaining and motivating talents, it is also necessary to activate the employment system, formulate relevant policies and systems, stimulate employees' work potential through bonus points, and mobilize employees' enthusiasm and self-motivation. Introduce the labor dispatch system more widely to meet basic business needs and create training and learning opportunities for potential employees. At the same time, it also gives active and capable talents the opportunity to become regular or temporary workers. After all, the academic certificate is only a symbol, and the ability value is the urgent need for the construction of talent team. (3) The talent flow mechanism promotes the formation of compound talents. In the previous work setup, many employees worked in the same position for too long. Long-term fixed posts are not conducive to employees' comprehensive mastery of business, and they are also prone to inertia and negative psychology in their work. In the work, we should guide the rational flow of talents, establish a mechanism for the flow of talents, and strengthen the exchange of talents between different positions. For example, Caoqiao Sub-branch tried out the post rotation learning system for tellers, so that employees who kept posts, changed posts, opened accounts, issued promissory notes and drafts exchanged posts every month, which provided employees with a practical platform for different posts in a shorter time, which was conducive to a more comprehensive understanding of various businesses and provided a cradle for the formation of compound management talents. While employees are in charge of a certain business, actively create conditions, provide employees with opportunities to exercise in other positions, and discover their own advantages in practice, which can urge truly capable and self-motivated employees to seek suitable positions to play their roles. 4. Strengthen personnel training and realize the unity of bank-wide value and personal value. There is a general concept of talents in rural financial system: attaching importance to the development of financial business and neglecting the cultivation of talents. Pay more attention to external factors such as academic qualifications, professional titles, qualifications and identity, and pay less attention to the ability, performance and quality of employees. At work, it is impossible to help employees realize their personal value while seeking to realize the value of the whole bank, so as to realize the organic integration of the two. Cultivating talents is not only an important measure to build a talent team and help talents realize their value, but also a basic way to realize scientific and technological innovation revolution and strategic transformation. (A) pay attention to improving employees' innovation ability and enhancing the vitality of talents is the primary productive force because talents can generate benefits through innovation. In the rapidly changing economic form, unchanging is equivalent to retrogression. In recent years, our bank has been following the footsteps of other professional banks in business development, financial products and equipment systems. Cultivating financial talents, developing talents' innovative ability and creating an innovative atmosphere in the construction of our talent team are conducive to improving financial products and services, taking the initiative and enhancing our competitiveness. (2) Training talents by classification and orientation, and realizing the construction of talent teams in various types and positions. Banks' requirements for knowledge, skills and abilities are diverse and professional, and different job requirements also determine that different talents need to be differentiated in the process of talent training. While constructing a perfect learning and training system, talents can be divided into operational technical type, management type and professional type according to different positions and different characteristics and requirements. 1. Operational technical personnel are mainly distributed in front-line positions at the counter. In our bank, they are mainly young employees who are about 40 years old and newly hired. Old employees are familiar with business, and have a better understanding of the surrounding environment and customers, which can drive new employees to master business knowledge and accumulate experience and better deal with problems in their work. New employees have strong ability to accept and adapt to new business and new knowledge, and are full of creativity and vitality. Proportional distribution of manpower in each branch can complement each other and promote common progress. In the training of operational technical personnel, we should pay attention to the training of employees' business knowledge and marketing ability, and update their business knowledge in time. In practical work, we should have the ability of "operator", be proficient in answering questions, make full use of it to ensure business development, satisfy customers and become a comprehensive high-quality teller. At the same time, increase the training of service etiquette and service skills, continuously improve service quality, and practice the road of Excellence. For employees with potential skills, it is necessary to conduct off-the-job training in time, increase training efforts, and create a group of talents with top business skills. 2. Management talents have high management skills, business skills and comprehensive quality. Cultivate talents such as reserve cadres, and reserve talents from four levels: network leaders, accountants, middle-level cadres and senior managers. Through the assistant system, personal development files are established, opportunities are given to assist in handling various tasks in the industry, various qualities are improved, the performance of assistants is regularly evaluated, the reserve of talents at all levels is realized, a systematic talent chain is formed, and the continuous supply of talents is guaranteed. It also allows employees to see hope and enhance their goals and motivation. 3. Professionals have higher requirements for professional knowledge. Cultivating such talents basically depends on the efforts of employees themselves. Our five-year plan and the high and intermediate vocational qualification certification and reward law encourage employees to develop into professionals, and at the same time, we can also consider off-the-job training and on-the-job training for potential personnel. In addition, it is necessary to provide a platform for such talents, so that they can apply what they have learned to their posts in practice, give full play to their professional knowledge and create greater value. (3) The ability to build a quality system and serve the post. The ability and quality are mainly divided into three aspects: knowledge, skills and quality. Every employee has different abilities and qualities, which is an important indicator for classifying and cultivating different talents, and also an important consideration for employees to hold different positions. Training employees' ability and quality can better serve the work. For those who require higher management and professional abilities, we should pay more attention to employees' execution, decision-making ability, influence, organization and coordination ability, professional ability and thinking ability when cultivating talents, and move closer to management-oriented compound talents. For employees with profound professional ability but relatively weak comprehensive coordination ability, we can focus on cultivating their professional knowledge, professional theory and professional skills and develop them into professionals. In addition, no matter what position you are in, your attitude is often more important than your professional skills and knowledge. The so-called attitude determines everything, which can not be ignored in the process of talent training, including attitude, self-motivation, perseverance and so on, which all play an important role in practical work. Only with the determination to do a good job can we do a good job. (4) Cultivate professionalism and comprehensively improve the quality of talents. Professionalism is the soul of talent team cohesion. The particularity of bank employees' work requires higher professional quality. A strong sense of responsibility, the spirit of unity and cooperation, honest practice, law-abiding and dedication are the minimum norms and requirements. For different positions, it is necessary to cultivate employees' higher level of professionalism. For example, the middle management team should pay more attention to cultivating a sense of responsibility and overall situation. Through external indoctrination and training, employees are encouraged to explore correct values, and through personal self-cultivation, the connotation of professionalism is conveyed in their work. (5) Build a systematic training system to improve the training effect. In our annual training plan, the training of external lecturers is mainly based on the use of their own resources, while the training of external lecturers is relatively less, mainly internal training. Management employees have more opportunities to receive training than ordinary employees. In practice, it is necessary to increase the training of internal trainers, avoid the situation of scripted, and vivid and flexible training methods can achieve practical results and reflect the value of training. Promote the training time in advance, so that grassroots employees who have time and interest can participate. Training content and training items should be more systematic and comprehensive. In the past, the training focused on business operation, which could only meet the needs of real work and could not achieve the effect of promotion and creation. In addition to the contents that must be trained every year, it is also necessary to increase the discussion on business work experience and the training to enhance the connotation of employees. V. Construction of communication platform (1) Strengthen communication between management and employees. Employees' lack of autonomy in the choice of career development greatly limits their creativity and potential, and their interests and advantages are ignored, so they have no awareness of realizing their own values and cannot mobilize their enthusiasm for work. Employees and leaders face different working environments and different thinking angles. Through communication, they can listen to opinions and suggestions from all sides, find unexpected problems and avoid contradictions. Through seminars, employee symposiums and other means, such as implementing the system of young employees' heart-to-heart talks in Danghu Sub-branch, employees can communicate with leaders face to face, which can not only let leaders know the needs and thoughts of employees, but also make employees feel the importance attached by the unit to their work and life, seek better solutions from the problems fed back in communication and communication, and enhance the cohesion and centripetal force of the team. In terms of business, communication with leaders and management can also promote employees to accumulate experience faster and more effectively, learn real practical experience and deal with problems, which is beneficial to their current work and future development. (2) Strengthening the study and activities among employees and communication among employees can form a good learning atmosphere and drive employees to have a correct value orientation. Regularly organize colorful amateur activities, festivals and appraisal activities, enhance employees' sense of belonging and happiness, relieve work pressure, cultivate sunny professional mentality, and motivate all employees to make progress and pursue Excellence. Providing a platform for employees participating in special training and providing business guidance for other employees on the job will not only enable trainers to have a deeper understanding of the training content and test the effectiveness of the training, but also provide learning opportunities for other employees and maximize the use of resources.