银行能否在竞争中求生存、求发展,关键在于人才的培养与使用.搞好岗位培训,提高员工素质,已成为职工教育的重要任务.但是,目前在金融体制改革深化、银行业务范围拓宽、业务量逐渐上升的情况下,基层行一线人员紧张,岗位培训的工学矛盾日渐突出.以汉中地区工行为例,全辖现有储蓄网点161个,正式职工370人,代办员192人.平均每个网点3.5人,根据《中国人民银行储蓄管理条例》规定每个网点定员4人,临柜必须3人的要求,现有储蓄网点人员,只能应付日常工作,岗位培训难以落实.又如,某干校一次岗位培训.应到26人,实到16人,到课率占62%.不能按时送训,甚至提前离训的又占到课率的35%,致使岗位培训达不到预期目的.针对上述问题,笔者就如何解决工学矛盾问题谈几点建议: Whether banks can survive or develop in the competition depends on the training and use of qualified personnel.To improve post training and improve the quality of staff has become an important task for employee education.But at present, with the deepening reform of the financial system and the broadening of banking business , The gradual rise in business volume, grassroots level staff on the front line tension, job training increasingly prominent engineering contradictions .As the ICBC in Hanzhong region, for example, the existing savings outlets throughout the jurisdiction of 161, 370 formal employees, agents 201. The average Each network 3.5 people, according to the “Regulations of the People’s Bank of China on Savings Management” provides that each network capacity of 4 people, the cabinet must be three people’s requirements, the existing savings outlets personnel, can only cope with day-to-day work, job training difficult to implement. , A cadre of a job training should be to 26 people, in fact, 16 people, to class rate of 62% can not be on time to send training, or even leave the training in advance accounted for 35% of the class rate, resulting in less than expected job training Objectives. In response to the above problems, I talk about how to solve the contradiction between the work of a few suggestions: