On March 20th, 2007, China Postal Savings Bank, the fifth largest bank in China, was formally established, which marked a substantial step in the reform of postal savings system in China, and also marked an important stage achievement in the reform of financial system in China.
China Postal Savings Bank, the predecessor of China Postal Savings Bank, has built a personal financial service network with the widest coverage in urban and rural areas and the largest transaction volume after more than 20 years of development since 1986 resumed business. At present, there are 36,000 savings outlets (including more than 2/3 of the total rural outlets at or below the county level), 45,000 remittance outlets and 20,000 international remittance outlets. At the end of 2007 10, the balance of China's postal savings deposits reached10.7 trillion yuan, ranking fifth in the country in terms of deposit scale and accounting for nearly 10% of the savings market. There are more than10.40 billion customers with green cards for postal savings, and the amount of personal settlement handled by postal savings and remittances exceeds 210.3 trillion yuan each year, of which the funds remitted from cities to rural areas reach10.3 trillion yuan. Nevertheless, there are still some problems in the development of postal savings in China. Compared with other commercial banks, there is still a big gap, which is embodied in the following aspects:
(1) The infrastructure is backward and the network advantage is not obvious.
Because postal savings and traditional postal services are * * * business outlets, in the case of shortage of postal construction funds, the investment in hardware construction of postal savings outlets is insufficient, resulting in a small number of urban outlets, narrow space, outdated decoration, outdated equipment, unreasonable distribution location and lack of high-standard outlets, especially electronic banking, telephone banking and self-service services. Secondly, the rural outlets are dirty and messy, and the brand image of postal savings is difficult to show; Furthermore, the postal computer network is unstable, which affects the advantages of the whole network.
(2) Single business type and insufficient market cultivation.
For a long time, postal savings only provided deposit business. Although he began to set foot in loan business and money market business at the beginning of the last two years, the financial business is relatively simple, especially personal assets and wealth management business, and the company business has not yet been provided. Because of the single product type, the customers of postal stores are mostly low-end customers, so they are at an obvious disadvantage in the competition with commercial banks for government agencies, large state-owned enterprises, foreign-funded enterprises and high-end customers in cities.
(3) The personnel quality is low, and the system construction lags behind.
In the newly established Postal Savings Bank, most employees are former postal savings and remittance majors. In terms of academic qualifications, 79.85% are senior high school or below, junior college 16.57%, and only 3.58% are university or above. Highly educated talents are scarce. From the perspective of professional quality, they lack experience in investment, lending and financial management, and their overall quality is lower than that of commercial banks. Moreover, for a long time, postal savings has been operated in accordance with the professional management mode of postal savings and remittances, lacking experience in fund operation, investment management, risk prevention and control, internal supervision and so on, and lacking a set of scientific management and strict internal control system.
Therefore, based on the increasingly fierce competition in the financial industry, how to quickly enhance the competitiveness of this enterprise has become an urgent problem that the top management of the Postal Savings Bank must face. Below, we analyze and study according to McKinsey's 7s model, in order to provide some ideas for China Postal Savings Bank to enhance its competitiveness.
Introducing 7S into the employment guidance system
7S model is a famous management theory designed by McKinsey management consulting company in the late 1970s. It focuses on all aspects that must be considered in the development of modern enterprises, including strategy, structure, system, employees, vision, skills and style.
In fact, establishing and perfecting the employment guidance system of higher vocational colleges in China is also applicable to this model. A truly efficient graduate employment guidance institution that can adapt to the development and changes of the market should be an institution that can timely and accurately transmit market dynamic information to schools, graduates and employers, and an institution that can operate in a market-oriented manner. It is necessary for the employment guidance department of higher vocational college graduates to learn from the practices of successful enterprises, carefully study their market-oriented organizational strategies, and creatively introduce the 7S model into the employment guidance of higher vocational college graduates in close connection with the actual situation of the school.
After the introduction of 7S model into the employment guidance system, strategy, structure and system are still considered as the hardware of organizational success, while people, skills and the same values are considered as the software of organizational success. Once the elements of "hardware" and "software" are successfully combined, the entire graduate employment guidance system will surely present a unique "style".
Second, the "hardware" element analysis and application
(A) Strategy (Strategy)
That is, according to the internal and external environment and human, material, financial, information and other resources, the employment guidance department makes an overall plan for the objectives, ways and means of employment guidance in order to achieve the employment goals of graduates. This is the most difficult, important and easily overlooked link in the process of employment guidance.
Higher vocational colleges need to make full use of the advantages of close integration with local economy and set up an employment working committee composed of government functional departments, local talent exchange centers, representatives of enterprises and institutions, and relevant departments of schools. According to the development needs of the local economy, the development planning of the school and the changes of the talent market, the Employment Committee makes a SWOT analysis of the employment situation of a school graduate (that is, the analysis of strengths, weaknesses, opportunities and risks), and determines the goals to be achieved in the employment of school graduates in a specific period in the future according to the analysis results, and then considers how to make strategic planning and formulate corresponding strategies (including tactics and strategies), so as to gradually improve and improve the quality of employment guidance.
(2) Structure
That is, the effective arrangement and combination of organizational elements such as objectives, cooperation, personnel, posts, mutual relations and information. The school employment guidance center refines the employment strategies determined by the school employment committee into employment goals and tasks, and decomposes them into various employment guidance posts, and then integrates them into corresponding departments or departments, and then the employment guidance institutions of these departments or departments form a vertical employment guidance management system and a horizontal employment guidance cooperation system, thus forming a flexible employment guidance network organization structure (see the figure below).
First of all, it is necessary to establish the core role of the school employment guidance center in the whole graduate employment work. Publicize the characteristics of running a school, study the recruitment needs of employers, and accept the opinions of the job market on running a school; Publicize the employment situation and policies internally, feedback the employer's demand information and employment opinions, and train and coordinate relevant teachers to carry out employment guidance; Accept the leadership of the higher authorities and the school employment committee, and complete various employment guidance, management and education tasks; Supervise and coordinate the employment guidance of all departments and classes, help and educate students to change their concepts and realize early employment. Secondly, attach importance to the leading role of departments, political counselors and class teachers in student employment. Set up employment guidance groups in various departments, equipped with necessary personnel and equipment, to guide and recommend students to find jobs smoothly.
(3) system
Higher vocational colleges can formulate rules and regulations suitable for their own characteristics according to the actual situation, such as job responsibilities, working procedures, reward and punishment system, work commitment system and so on. Excellent rules and regulations emphasize construction and development, not restraint and jurisdiction.
Thirdly, the analysis and application of "software" elements.
(1) employees
Many universities in China have done a good job in graduate employment. An important principle they adhered to in their success was to "respect and value people", especially to attach importance to the decisive role of people in the transformation and upgrading work. These universities believe that all personnel directly or indirectly related to graduates' employment, regardless of their academic qualifications and qualifications, are the source of employment guidance efficiency.
Under the market economy, higher vocational colleges should have a sense of marketization, and teachers engaged in employment guidance should have the concept, ability and style of market operation. Therefore, for every higher vocational college, it will be a complex and arduous organizational work to equip and train a lean, efficient and stable team of career guidance teachers. The establishment and development of this team can be eclectic, such as "self-cultivation within the school", "cross-school joint cultivation" and "introduction outside the school", and even can be introduced from outstanding personnel of various enterprises, institutions or institutions to establish an employment guidance team that can adapt to the employment strategy of school graduates in terms of ideas, work ability and work style.
(B) * * * Values (shared vision)
* * * The same values have obvious functions of guidance, restraint, cohesion, encouragement and radiation, which can stimulate the enthusiasm of all employment guidance teachers, unify their will and desire, and enable them to achieve the strategic goal of graduate employment in Qi Xin. To do this, we must make great efforts to carry out publicity and strengthening activities when preparing to implement the strategic plan, so that all leaders and teachers involved in graduate employment guidance can deeply understand it, master it and actively use it to guide their actions.
The following points need to be done in propaganda and strengthening: first, it should be targeted, so that teachers who participate in propaganda and strengthening can understand its deeper and broader significance; The second is feedback, which needs to accurately predict the role of publicity and reinforcement, guide its improvement behavior in time, and ensure the effect of publicity and reinforcement; Third, pay attention to the timeliness of publicity, strengthen publicity in a timely and regular manner, so as to impress people, and finally make "adhering to the same values" become everyone's habitual behavior; Fourth, we should pay attention to the choice of publicity enhancement means according to people, time, school and place, and adopt the method of combining spiritual encouragement with material reward to achieve long-term and lasting publicity enhancement effect. Through continuous and effective publicity and intensive activities, the behavior of employment guidance teachers will be stabilized, so that they will naturally accept the values guiding this behavior, so that the values of employment guidance will be accepted by all teachers and the employment guidance for school graduates will develop continuously and healthily.
(3) skill
Higher vocational colleges and enterprises have many similarities. Students are like products, and teachers are like employees. Good products not only need good employees to design and produce, but also need good employees to plan packaging and sales, so that these good products can go to the market quickly.
Therefore, in order to successfully implement the graduate employment strategy, the employment guidance teachers in higher vocational colleges, that is, the employees who implement the strategy, must master certain vocational guidance skills. The cultivation and application of these skills depends on strict and systematic training, and only employees who have undergone strict training can become excellent employees.
Employment guidance for graduates of higher vocational colleges, like product marketing of enterprises, is similar to successfully selling "products", rather than stocking and overstocking. However, there are some differences between them. The biggest point is that the marketing of enterprises often sells "dead" products, while the employment guidance of higher vocational graduates sells "live" products, which are thoughtful and behavioral. Therefore, the "salespeople" in higher vocational colleges need to have more skills. They should not only master certain basic skills such as interpersonal communication, teamwork, computer oral application, foreign language reading and writing, classroom teaching, but also master professional skills such as career planning, job training, job application and social practice. They should fully understand the operating rules of the market economy and the employment characteristics of modern enterprises and institutions. Understand the basic contents and characteristics of many industries, such as industrial manufacturing, business services, economic management, judicial administration, finance and taxation, and understand some advanced methods commonly used in modern enterprise management, such as ERP, MRP, IS09000, ISO 14000, 5S and 6S in Japan, 7S and SWOT analysis in the United States, JIT production method, brainstorming 80/20 theory and human resource integration. These skills should not be just one or several "certificate books", but should be embodied in the actual employment guidance actions, guiding and educating higher vocational graduates with their own words and deeds to "shape their image externally and strengthen their quality internally" and fundamentally improve their competitive strength in the talent market.
Fourth, unique cultivation and application measures.
Every vocational college graduate employment guidance system should have its own work style. These styles can be embodied in hardware, software or both. To sum up, different vocational colleges can focus on the following eight aspects according to their actual situation:
(1) Willing to take action.
The organizational structure of the employment guidance system has the characteristics of fluidity, flexibility, encouraging innovation and decentralization, so higher vocational colleges often act quickly when carrying out employment guidance for graduates, which can better adapt to changes in the environment and market.
(two) close to the employer.
At present, the employment guidance for graduates of higher vocational colleges does not adopt the previous employment distribution and employment management methods, so "approaching" is not generally and superficially oriented to employers. It is necessary to establish the idea of service first and quality first, and strive to train graduates of different majors to meet the needs of employers.
(C) establish the spirit of independent innovation
Excessive concentration and standardization will stifle the enthusiasm of creators, so we should advocate relative autonomy and innovation under the work of the school center, dare to break the routine and internal competition, and cultivate and support the innovative behavior of various graduates' employment guidance.
(4) Give full play to people's role and improve work efficiency. Trust, respect and affirm others. Let the graduate employment guidance staff give full play to and develop their talents, and truly feel the significance and value of the work.
(5) School employment guidance comes first, driven by values. Material resources, organizational forms and management skills are not decisive factors, the most important thing is the spiritual power embodied in values. Students * * share the same values and need the practice and firm belief of the school employment Committee and the school employment guidance center.
(6) Give full play to strengths and avoid weaknesses.
Under the severe employment situation, it is necessary to concentrate on serving JL industries or fields. Excessive expansion of disciplines and employment fields will inevitably dilute the original school-running characteristics and value orientation of higher vocational colleges, thus forcing them to be at a disadvantage in the competition.
(7) Simplify the organizational structure.
The complexity of the organization is not conducive to the efficient development of the work, so the upper organizational structure should be simple and the lower level should pay attention to it, especially the role of the department-level employment guidance group, political counselors and class teachers in the employment guidance of graduates.
(8) Combining leniency with severity.
Only when the cultural ideas, working principles and values are accepted by all the teaching staff can the employment guidance for graduates in higher vocational colleges achieve a high degree of concentration and unity within the school. It is precisely because of the strictness here that we can give full play to the spirit of independent innovation to form the looseness there.