| 2008年，中国进出口银行坚持以人为本，积极推进员工职业生涯管理，大力加强各级领导班子和人才队伍建设，扎实推进干部人事制度改革，分层次、多渠道抓好员工教育培训工作，
有序做好海外高层次金融人才引进工作，进一步完善绩效考核体系，为银行又好有快发展提供了有力的人才支持。
一 是加强绩效考核体系建设，不断提升绩效管理水平，提高了绩效考核的科学性和合理性；
二 是加大跨地区、跨部门员工交流力度，进一步促进人力资源合理配置；
三 是建立健全人才选拔机制，加大竞争上岗和后备人才建设力度，提高干部选拔任用 工作的公信度；
四 是配套出台了一批人力资源管理制度，进一步加强人力资源管理制度建设；
五 是为适应银行业务发展和战略转型需要，大规模轮训中高级管理人员和专业人员， 积极培养并引进国际化金融人才。全年落实培训项目220个，参训人员5000余人次；
六 是推进员工职业生涯管理工作，调动员工的积极性和创造性，实现员工个人与银行 的共同发展。
In 2008, based on the principle of putting people first,
China Eximbank pressed ahead with staff career management
and took steady steps in human resource system reform, while
working hard to build highly qualified management and staff
team. The Bank provided staff with a variety of programs tailored
to different needs. In the mean time, the Bank well organized
the recruitment of top financial talents from overseas, and
made further improvement on the performance evaluation system.
All these efforts provided strong human resource support for
the sound and rapid development of the Bank.
First, the Bank put more emphasis on the building of performance
evaluation system and made constant efforts to improve performance
management capacity, making it possible to assess staff performance
from a more scientific and reasonable way.
Second, the Bank encouraged internal staff exchanges among
different regions and departments for a rational allocation
of human resources.
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