与国有商业银行相比,农信社员工队伍还存在着较大的差距,特别是文化、业务和专业技术素质整体偏低,难以适应新形式下农村经济和农村信用社发展的要求。笔者认为,提高农信社员工队伍整体素质,锻造一支思想好、业务精、能力强、敬业爱岗、深受客户欢迎的农信社员工队伍,必须健全灵活的用工机制、有效的激励机制和合理的教育培训机制。健全灵活的用工机制一是健全员工退出机制。在科学合理地确定岗位、功能的基础上,建立科学合理的岗位分类制度,明确每一类、每一岗位 Compared with the state-owned commercial banks, there are still large gaps in the workforce of rural credit cooperatives. In particular, the overall cultural, operational and professional technical qualities are low, making it difficult to meet the requirements of the rural economy and the development of rural credit cooperatives under the new forms. The author believes that to improve the overall quality of the rural credit cooperatives workforce, forging a good thinking, business skills, ability, dedication, highly welcomed by customers of rural credit cooperatives workforce, we must improve the flexible employment mechanism, an effective incentive mechanism And reasonable education and training mechanism. A sound and flexible employment mechanism First, improve the employee exit mechanism. On the basis of scientifically and reasonably determining the positions and functions, a scientific and reasonable post classification system should be set up to make it clear that each type and position