在当前银行业竞争日益激烈且同质化现象严重的背景下，人才队伍的建设成为提升企业竞争力和稳定性的关键因素。Z银行盐城分行作为国有大型商业银行的重要分支，为了保持其市场地位和促进持续发展，每年定期招募新员工，并致力于通过优化新员工培训体系来挖掘员工潜力，为各岗位培养高素质人才。然而，近年来，该行在新员工培训方面面临着诸多挑战，如员工培训需求未能充分满足、培训内容与实际工作脱节等问题，这些问题已开始对分行的业务发展和战略实施产生不利影响。

鉴于此，本文以Z银行盐城分行新员工培训体系为研究对象，综合运用员工社会化理论、胜任力模型、Goldstein模型、柯氏四级评估模型等员工培训相关理论模型，通过问卷调查、深度访谈等方法，全面深入了解该行的发展概况、员工基本情况以及新员工培训体系的现状。基于收集到的112份有效问卷和22名被访者的反馈，运用统计、分析等方法，对该行新员工培训体系中存在的问题及其成因进行了深入剖析。针对分析结果，本文提出了具体的优化方案，方案以组织优化为基础，进而完成需求分析优化、培训项目（内容）优化，以及培训结果评估优化。同时，为保障优化方案的顺利实施，本文还从资源投入、组织保障、制度建设、文化氛围四个方面提出了相应的保障措施。

本文为Z银行盐城分行的新员工培训工作提供理论指导和实践参考，促进新员工快速成长，为分行的业务发展和战略目标的实现提供有力的人才支持。同时，也期望本文成果能为其他商业银行在新员工培训管理体系的改进与优化方面提供有益借鉴。

Against the backdrop of increasingly fierce competition and severe homogenization in the banking industry, the construction of talent teams has become a key factor in enhancing the competitiveness and stability of enterprises. As an important branch of a large state-owned commercial bank, Bank of China Yancheng Branch regularly recruits new employees every year in order to maintain its market position and promote sustainable development. It is committed to optimizing the training system for new employees to tap into their potential and cultivate high-quality talents for various positions. However, in recent years, Yancheng Branch has faced many challenges in new employee training, such as insufficient satisfaction of employee training needs, disconnection between training content and actual work. These problems have begun to have adverse effects on the branch's business development and strategic implementation.

In view of this, this thesis takes the new employee training system of Bank of China Yancheng Branch as the research object, and comprehensively applies employee training related theories such as adult learning theory, competency model, Goldstein model, and three pillar model. Through methods such as questionnaire surveys and in-depth interviews, we comprehensively and deeply understand the development overview, basic situation of employees, and current status of the new employee training system of Yancheng Branch. Based on the collection of 112 valid questionnaires and feedback from 22 respondents, mathematical statistics tools were used to conduct an in-depth analysis of the problems and their causes in the new employee training system of Yancheng Branch. Based on the analysis results, this thesis proposes specific optimization plans from three dimensions: the operational system, resource system, and institutional system of training. At the same time, in order to ensure the smooth implementation of the optimization plan, this thesis also proposes corresponding safeguard measures from four aspects: resource investment, organizational support, institutional construction, and cultural atmosphere.

Through this thesis, the aim is to explore the current situation of the new employee training system of Bank of China Yancheng Branch, and propose innovative optimization strategies based on outcome oriented evaluations. To provide theoretical guidance and practical reference for the training of new employees of Bank of China Yancheng Branch, promote the rapid growth of new employees, and provide strong talent support for the business development and strategic goals of the branch. At the same time, the results of this thesis also hope to provide useful references for other commercial banks to improve and optimize their new employee training management systems.

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