8月22日，中国证监会发布《证券公司分类评价规定》（简称"新规"）。这是自券商分类评级制度 2009年 实施以来的 第4次修改，距离上一次修改已时隔5年。 同时，新规对重大违法违规的公司直接下调评价结果，也提高了"资格罚"扣分分值，不过对主动纠错、开展先行赔付的 券商，可适当减少扣分分值。 "新规告别了纯规模导向，转向重视高质量发展，提升经营效率，同时鼓励中小券商差异化发展。"一位券商高管对券商 中国记者表示。 提升ROE加分力度，引导集约型发展 8月22日，中国证监会发布的《证券公司分类评价规定》正式实施，这是时隔5年的又一次修改，也是自2009年券商分类 评级制度实施以来的第4次修改。 新规中最为突出的变化是，提升了对净资产收益率ROE的加分力度，规定"证券公司上一年净利润位于中位数以上，且净 资产收益率位于行业前5名、前10名、前20名、前30名的，分别加2分、1分、0.5分、0.25分。" 同时，新规取消了"营业收入"的加分项，不再对营业收入按排名加分，减少规模类指标重复加分。 业内人士认为，这意味着行业发展告别了过去的纯规模导向，转向重视主业和经营效率，监管导向也从"实现持续规范发 展"修改为"实现 ...

Core Insights - The Chinese securities industry is undergoing a transformation in its human resources strategy, shifting from a focus on quantity to quality, aiming for high-quality development and enhancing the effectiveness of professional talent and middle-back office personnel [1][2] Workforce Evolution - As of the end of 2024, the number of securities professionals is projected to be 335,700, a decrease of 2.04% from 2021. The top five securities firms now account for 17.56% of the total workforce, indicating a concentration of personnel in larger firms [2] - The number of securities brokers has decreased by 27,000, a decline of 48.85%, while investment advisors have increased by 12,000, a rise of 17.46%. The number of securities analysts and sponsors has also increased, reflecting a shift towards wealth management and increased investment in research and investment banking personnel [2] Experience and Efficiency - By 2024, over 50% of industry professionals will be over 36 years old, with the 36-45 age group making up 35.26%, indicating a trend towards a more experienced workforce. The proportion of employees with 11-19 years of experience is 29.58% [3] - There is a significant disparity in human resource efficiency, with top firms maintaining a human resource cost ratio of 32%-38%, which is 10-15 percentage points lower than the industry average. Their revenue and net profit per employee are 2-3 times the industry average [3] Structural Adjustments - The number of brokerage personnel has decreased from 178,500 at the end of 2021 to 146,100 by the end of 2024, a decline of 18.13%. This shift has led to an increase in average revenue per employee, which is expected to stabilize and exceed 2021 levels at 875,500 [4] - In proprietary trading, equity investment personnel have decreased by 14.68%, while bond investment personnel have increased by 25.06%, indicating a shift in focus towards bond investments and new areas like quantitative and derivative investments [5] Research and Sales Dynamics - The number of research and institutional sales personnel has increased from 5,813 to 8,562, improving the sales personnel to researcher ratio from 1:7.1 to 1:4.4. However, the average revenue per research report has declined by 30.10% to 123,300 [6] - The industry has made significant adjustments to personnel structures across various business lines, achieving the goal of improving quality and efficiency while maintaining a dynamic balance between business and management teams [6] Future Talent Development - The industry can enhance talent development by focusing on four key areas: strengthening professional talent capabilities, increasing information technology and international talent reserves, exploring differentiated operations, and promoting professional ethics [7][8] - In 2024, the average revenue per employee in the industry is projected to be 1,344,000, only 38% of that of top firms, indicating lower efficiency among smaller firms [8]

Core Viewpoint - The Chinese securities industry is undergoing a significant transformation in its human resources structure, focusing on quality over quantity to enhance overall industry development and adapt to external changes [1][2]. Group 1: Overall Personnel Changes - As of the end of 2024, the number of securities personnel is 335,700, a decrease of 2.04% from 2021 [2]. - The proportion of personnel in leading securities firms has increased to 17.56%, indicating a concentration of talent in larger firms [2]. - The number of securities brokers has decreased by 27,000, a decline of 48.85%, while investment advisors have increased by 12,000, a rise of 17.46% [2]. Group 2: Professional Quality and Experience - The proportion of personnel aged 36 and above has surpassed 50% for the first time, reflecting a shift towards a more experienced workforce [3]. - The share of employees with 11 to 19 years of experience is 29.58%, indicating a trend of internal talent development [3]. - The human resource efficiency is notably differentiated, with leading firms maintaining lower labor costs and higher revenue per employee compared to the industry average [3]. Group 3: Structural Adjustments in Business Lines - The number of brokerage personnel has decreased from 178,500 at the end of 2021 to 146,100 by the end of 2024, a decline of 18.13% [4]. - The industry has successfully optimized personnel structure, leading to a recovery in average operating income per employee to 875,500 yuan [4]. - In proprietary trading, equity investment personnel have decreased by 14.68%, while bond investment personnel have increased by 25.06% [5]. Group 4: Research and Sales Personnel - The number of research and institutional sales personnel has increased from 5,813 to 8,562, improving the sales personnel to researcher ratio from 1:7.1 to 1:4.4 [6]. - Despite the increase in research personnel, the average operating income per researcher has declined by 30.10% to 123,300 yuan [6]. - The industry has made significant adjustments to personnel structure across various business lines, achieving quality and efficiency improvements [6]. Group 5: Future Talent Development Strategies - The industry should focus on enhancing the capabilities of professional talent, particularly in core business areas, to close the revenue gap with leading global firms [7]. - There is a need to increase the reserve of information technology and international talent to support high-quality development [7]. - The industry should explore differentiated operations and continue to promote professional ethics to strengthen compliance and operational integrity [8].

Core Viewpoint - The article emphasizes the importance of three foundational abilities for success: execution ability, cognitive ability, and mental strength, suggesting that these abilities determine an individual's potential for success in various endeavors [4][21]. Group 1: Execution Ability - Execution ability is described as the basic requirement for success, highlighting that many individuals fail to act on their ideas, which leads to missed opportunities [5][10]. - A case study of a young man who identified a market need for a cup holder in his car illustrates the power of execution. He turned an idea into a profitable product, earning over 1.1 million yuan with an initial investment of 8,000 yuan [9][10]. - The article stresses that having a great idea is not enough; one must take action to realize it, as waiting for the right moment often leads to inaction [11][12]. Group 2: Cognitive Ability - Cognitive ability is presented as a higher-level skill that differentiates individuals beyond mere effort and talent. It involves deep thinking and the ability to identify unique opportunities [14][15]. - The story of a businessman who focused on differentiated operations in the electric blanket market demonstrates how cognitive ability can lead to significant competitive advantages. By narrowing his focus, he became a market leader in just one year [16][18]. - The article argues that understanding deeper insights and patterns can transform luck into tangible success, emphasizing that one's achievements are often limited by their cognitive scope [18]. Group 3: Mental Strength - Mental strength is highlighted as the most critical factor among the three abilities. It determines an individual's resilience in the face of challenges and setbacks [19][20]. - The narrative includes examples of individuals in various fields who succeeded due to their perseverance and ability to withstand difficulties, contrasting them with those who gave up after facing initial failures [20][21]. - The article concludes that success in any field requires a combination of high mental strength, cognitive ability, and execution ability, suggesting that the path to success is often less crowded because many give up along the way [21].

Core Viewpoint - Several small and medium-sized banks have recently introduced or adjusted service fees, indicating a trend towards increasing non-interest income to compensate for profit gaps [1][2]. Group 1: Service Fee Adjustments - Suzhou Bank announced a new annual fee of 588 yuan for its "Respect Card" [1]. - Ulaanbaatar Bank introduced fees for credit certificates and syndicate loan services [1]. - Lujiang Rural Commercial Bank adjusted its ATM interbank withdrawal fee from free to 3.3 yuan per transaction starting September 1 [1]. - Over 10 banks have either introduced or raised service fees in the first half of 2025, covering account management, interbank withdrawals, and credit card issuance fees [1]. Group 2: Regulatory Compliance - The adjustments made by these banks comply with relevant regulations, as banks can set prices for market-regulated items but must announce changes three months in advance [2]. Group 3: Consumer Impact - Consumers are concerned about potential "hidden costs" and whether the fees align with the services provided [3]. - The importance of cost in consumer decision-making is highlighted, as customers may choose to switch banks if they perceive fees as unjustified [3]. Group 4: Strategic Considerations for Banks - Balancing profit pursuit with customer satisfaction remains a critical challenge for banks [4]. - Relying solely on new fees for revenue is not a sustainable strategy; enhancing core competitiveness and differentiation is essential for long-term profitability [4]. - Small and medium-sized banks should focus on niche markets and local customer needs to establish competitive advantages [4]. - Emphasizing digital transformation and financial technology can improve operational efficiency and customer experience [4].

Core Viewpoint - The article highlights the ongoing challenges faced by small and medium-sized banks in China as they pursue initial public offerings (IPOs), including capital supplementation, asset verification, and optimizing shareholding structures [1][4][6]. Group 1: Listing Progress and Challenges - As of April, 15 banks, including Hankou Bank and Wuhu Yangzi Rural Commercial Bank, are in the listing counseling phase, facing issues such as capital pressure and asset verification difficulties [1][4]. - Hankou Bank, which has been in the counseling phase since December 2010, is under pressure to supplement its capital due to continuous consumption of capital despite recent fundraising efforts [2][3]. - The bank's total assets reached 557.595 billion yuan as of March 2025, with capital adequacy ratios of 14.02%, 10.63%, and 9.06% for total, tier 1, and core tier 1 capital respectively [2]. Group 2: Market Environment and Trends - The overall progress of bank listings has slowed, with only one small bank, Yibin Bank, successfully listing in Hong Kong this year, while A-share listings have seen no new banks since January 2022 [4]. - Six banks are currently awaiting listing, with various issues such as outdated financial documents causing delays in the review process [4]. Group 3: Strategic Considerations for Small Banks - Small banks are encouraged to optimize their shareholding structures and enhance their capital through public listings, which can also improve their market visibility [6]. - To succeed in the competitive market, small banks need to focus on differentiated operations, leveraging regional advantages and customer characteristics to build competitive edges [7][8]. - Analysts suggest that small banks should deepen their understanding of local customer needs and develop tailored financial products to establish a "small but beautiful" competitive advantage [8].

Core Viewpoint - The performance of 14 out of 17 listed city commercial banks in China for 2024 shows resilience and growth despite challenges in the banking sector, with many banks leveraging regional advantages and differentiated business strategies to achieve notable results [1][2]. Revenue and Profit Growth - The average revenue growth rate for the 14 listed city commercial banks reached 5.31% year-on-year, with Nanjing Bank leading at 11.32% growth [2][3]. - Jiangsu Bank and Ningbo Bank achieved over 8% revenue growth despite a high base, supported by quality credit resources in the Jiangsu and Zhejiang regions [2][3]. Performance Summary of Listed City Commercial Banks - Jiangsu Bank: Revenue of 808.15 billion, up 8.78%; Net profit of 318.43 billion, up 10.76% [3]. - Beijing Bank: Revenue of 699.17 billion, up 4.81%; Net profit of 258.31 billion, up 0.81% [3]. - Ningbo Bank: Revenue of 666.31 billion, up 8.19%; Net profit of 271.27 billion, up 6.23% [3]. - Nanjing Bank: Revenue of 502.71 billion, up 11.32%; Net profit of 201.77 billion, up 9.05% [3]. - Zhengzhou Bank: Revenue decreased by 5.78% to 128.77 billion, attributed to weak corporate loan growth [3][4]. Asset Quality and Risk Management - Zhengzhou Bank reported a non-performing loan (NPL) ratio of 1.79%, higher than the average for city commercial banks, indicating a need for improvement in asset quality management [7]. - All 14 listed city commercial banks maintained a provision coverage ratio above the regulatory minimum of 150%, with Hangzhou Bank and Ningbo Bank showing exceptional performance [8][9]. Differentiated Business Strategies - City commercial banks are encouraged to adopt differentiated development strategies based on regional characteristics to enhance their business models [10]. - Ningbo Bank focuses on risk management in exchange rate and interest rate, achieving a 20.15% increase in institutional deposits [11]. - Beijing Bank plans to leverage digital products and services to enhance its business model in a low-interest environment [11].