随着经济社会的发展，利率市场化的不断推进，银行间的竞争日益激烈，金 融欧亿·体育（中国）有限公司创新步伐不断加快，金融智能化不断推进,这使得银行对专业性、知识性 高级专业人员的需求数量不断增加。而且，金融业的混业经营和交叉业务的发展， 使得复合型人才的需求量不断扩大，人力资源已成21世纪最重要的竞争资源， 因此，加强人力资源培训与开发，提高人力资源队伍素质已成为各大银行人力资 源战略的重要内容。网络时代，移动互联网、VR、人工智能等新一代信息技术的 运用，为人才培训开发提供了极大便利，许多银行也开展相关实践，取得了一定 的成效，但也存在诸多问题。如何优化培训管理，有效地通过线上与线下相结合， 开展混合式培训，持续地进行人力资源开发，提高其员工队伍的整体素质？这是 金融欧亿·体育（中国）有限公司不断提高自身的竞争实力，亟待解决的问题。 本文以JX农商银行为例，在梳理相关研究文献的基础上，运用互联网思维， 通过问卷调查法、文献法以及访谈法等深入调研JX农商银行现有的人力资源培 训方式实践，剖析其存在的问题，并运用相关理论，研究发现，网络时代对银行 培训带来的培训方式多样性、网络共享资源丰富化、培训制度灵活化、网络培训 资源复杂化、网络信息环境个性化、网络信息监管滞后性以及竞争机制不合理化 等机会与挑战，并且分析出JX农商银行人力资源培训主要存在培训组织不健全、 培训需求分析不够、培训方式单一、培训课程设计不科学以及培训评估体系不健 全等问题。最后，从重视人力资源开发，树立混合式培训理念、从构建培训组织 体系、建立网络学习网及考评机制，提升从业人员的专业素质、制定多样式培训 计划、优化培训课程体系以及健全混合式培训效果评估制度等方面提出了网络时 代人力资源培训管理优化建议。 基于上述研究，论文提出要采取树立混合式培训理念、健全网络文化研讨及 交流机制、制定多样式培训计划、优化培训课程体系以及健全混合式培训效果评 估制度等JX农商银行人力资源培训管理优化建议。 本论文将JX农商银行人力资源培训管理与新一代信息技术运用置于统一分 析框架，并运用所学知识解决工作实践中的具体问题，既为人力资源培训开发研 究补充新思路和新素材，也为银行人力资源培训开发提供具有针对性和可行性较 强的建议，具有一定的创新性和理论与实践价值。 关键词：网络时代；农商银行；人力资源培训；问卷调查；管理优化 硕士学位论文 II Abstract With the development of the economy, the financial industry has also made rapid progress, the interest rate market has continued to advance, and the competition among banks has become almost fierce. As the most important competitive resource in the 21st century, with the advent of the intelligent era, the scientific and technological content of the financial industry is constantly improving, the pace of innovation is accelerating, and the demands for knowledge and intelligence are also constantly increasing, especially the financial intelligence makes the bank professional. The number of professional and knowledgeable senior professionals is increasing. The development of mixed operations and cross-business in the financial industry has continuously increased the demand for compound talents. In the network times, the application of the new generation of information technologies, such as mobile Internet, VR and artificial intelligence, has greatly facilitated the development of talent training. Many banks have also carried out relevant practices and achieved some results, but there are also many problems. How to optimize the training management, effectively combine online and offline, carry out hybrid training, continuously carry out human resources development, and improve the overall quality of its staff? This is a problem that the financial industry needs to solve to continuously improve its competitive strength. This paper takes JX Rural Commercial Bank as an example. Based on combing related research literature, it uses Internet thinking, and uses the questionnaire survey method, literature method, and interview method to deeply investigate the existing human resources training methods and practices of JX Rural Commercial Bank, and analyzes it. Existing problems and the use of related theories, research finds that the banking era in the network times has brought a variety of training methods, enriched network shared resources, flexible training systems, complicated network training resources, personalized network information environment, and network information Opportunities and challenges such as regulatory lag and irrational competition mechanism, and analysis of human resources training at JX Rural Commercial Bank mainly includes inadequate training organization, insufficient training needs analysis, single training method, unscientific training course design, and inadequate training evaluation system And other issues. Finally, from the emphasis on human resource 网络时代JX农商银行人力资源培训管理优化 III development, the establishment of a hybrid training concept, the construction of a training organization system, the establishment of an e-learning network and an evaluation mechanism, the promotion of the professional quality of employees, the formulation of multi-style training plans, the optimization of the training course system, and the improvement of mixed training The effectiveness evaluation system and other aspects put forward suggestions for the optimization of human resources training management in the network times. Based on the above research, the paper proposes to adopt the JX Rural Commercial bank human resources training management optimization suggestions such as establishing a hybrid training concept, improving the network culture discussion and communication mechanism, formulating multi-style training plans, optimizing the training course system, and improving the hybrid training effect evaluation system. This paper puts JX Rural Commercial Bank's human resources training management and the use of next-generation information technology in a unified analysis framework, and uses the knowledge learned to solve specific problems in work practice. It not only adds new ideas and new materials for human resources training development research, but also The human resources training and development of the bank provides pertinent and feasible suggestions, which has certain innovation and theoretical and practical value. Key words: Network Times; Rural Commercial Bank; Human resources training; Questionnaire; Management optimization 硕士学位论文 IV 目 录 摘要 .......................................................... I Abstract ......................................................... II 目 录 ........................................................... IV 1 绪论 ........................................................... 1 1.1 研究背景.................................................... 1 1.2 选题意义.................................................... 1 1.2.1 理论意义............................................... 1 1.2.2 实践意义............................................... 1 1.3 研究方法.................................................... 2 1.4 研究内容及技术路线图........................................ 2 1.4.1 研究内容............................................... 2 1.4.2 研究技术路线图......................................... 2 2 相关理论基础与文献综述 ......................................... 4 2.1核心概念界定 ................................................ 4 2.1.1 网络时代............................................... 4 2.1.2 人力资源............................................... 4 2.1.3 培训................................................... 4 2.1.4 人力资源培训........................................... 5 2.2 相关理论基础................................................. 5 2.2.1 现代培训理念........................................... 5 2.2.2 培训需求分析理论....................................... 5 2.3 文献综述..................................................... 5 2.3.1 国外研究现状........................................... 5 2.3.2 国内研究现状........................................... 6 2.3.3 研究评价............................................... 8 3 网络时代对银行培训带来的机会与挑战 ............................. 9 3.1网络时代为银行培训带来的机会 ................................. 9 3.1.1 教学模式、教育理念随着网络的出现发生变革............... 9 3.1.2 网络为打破传统培训障碍带来积极作用...................