The changes in to the financial crisis and the market meltdown problem lead to numerous organizations to restructure their system of operations. Bankco is from banking sector facing the problem of industry changes. This report focus on issue in regards to leading Managing and Developing Peoples on work place.
The key issues and impacts raised in this report is how the external and internal business environment influences the performance, and strategic Direction of Bankco. Consider as the internal perspective of Bankco this report evaluates the training and development areas of workforce and why it is so critical towards the continuing future of Bankco.
The points raised in to the report are related to policy and procedure adopted by Bankco in Human Resource Department. The urgency of Bankco in application on the new policy and process. Employee morale and motivation is low due to the labour cuts and changes in to the industry.
The important role of staff unions and the role of line managers working on behalf of Human Resource Department. Bankco is replacing the analysis method on performance based system which is mandatory for both managers and the clerical grades.
Bankco have to change its Human Resource Policy from hiring the staff till the retention of the staff. Bankco also have to redesign its direction and strategies to compete in the changed industry with greater delivery of deal to its customers.
The reason for this report is to critically analyse the internal and external forces affecting the business enterprise of Bankco. The perspective influencing the structure and strategic direction of the Bankco and its own workforce. Bankco like other financial institutions have paternalistic human resource policy, which really concentrate on the single career structure of the workforce.
The changes in the Banking Industry, change in the social life of customer and the internal and external strain on the business are beyond the control of the business. However, it relates to the Bankco itself how will the management is able to adopt these changes.
The Michigan Model Fombrun et al (1984)
Fombrun created Michigan Model which analyse the existing position of the inner and external environment of Bankco. Because with out knowing the impact of environment. Bankco can't respond to the changes on the market. According to the scenario the economical and finances is putting a pressure on Banks to redesign its risky sales culture. Foley, Jayewardhene (2000) the changes into regulatory reforms will have a greatest effect on banking industry throughout next decade.
On contrary, the Banking sector is playing safely under new regulatory system where the system is pushing them to operate just like a flexible institutions. This is how they can be minimising the risk of failure.
The Michigan Model focus on the manners required to deal with the peoples. Because they are the most effective asset of the organization and must be obtained as cheaply as is possible like raw material and inventory of any manufacturing company. The cultural in line with the current scenario of Bankco is like almost all of the financial institutes are providing the same kind of products and services so the issue is how to control the quality of the staff and the service they are simply providing to the customers.
The culture of Bankco is distinctive as a result of manager they have are drown from beyond your banking industry. Design of management and organization direction is changed due to the implication of banking domain. Gentle (1993), institutions are facing the challenge of having the right staff with the right skills, investment in technology and branch networks. So over-all the scenario of the external environment is very diversified because of the regulatory pressure and the economic crunch.
Looking in to the internal areas of the organization, Bankco mission is to offer more distinctive products and services because most of the financial institutes are offering the similar services. Bankco have 250 branches nationwide, the mission is to distribute the banking service across the England. This is because the financial market has fuelled and the comprehensive branch network has enabled Bankco to fully capture Market share. Foley, Jayewardhene (2000) "Which means spatial factor is central to current delivery strategies. Such a structure allows these institutions to provide homogeneous products and services at the cost of a large number of staff with high fixed and variable costs. "
The structure of Human Resource Department has moved from the Head Quarters to the line managers. The new policy of cutting has enabled Bankco to cut its cost by downsizing. The other important issue of the Human Resource department is to keep carefully the motivation and morale of the staff high.
The Harvard Style of Human Resource Management: Beer et al (1984)
According to the Harvard Model of Human Resource Management, The main concern of Bankco is to reshape the partnership with the union. For this vary purpose the management designed the new communication policy to clear the aspects with the employee rather letting the union to be the source of communication. However the Human Resource Strategy is to introduce the point based new performance appraisals system.
The HRM policy is to minimise the conflicts with the employee and unions that could lead to the possible effects on the motivation of the staff. The outcomes of the new system are, customers complaints have increased and the employees are thinking that management is taking them back again to the old practice. Nevertheless the bank is prosperous towards cutting its labour costs. But overall the permanent perspective on Bankco is cynicism.
Why do Organization Invest in Workforce: Pedlar et al (1997)
How Bankco can learn and develop to accomplish learning and development attitude to re-emerge from financial crunch. The theory is excatly why organization invests into workforce. Listed below are few key aspects. The above mentioned outlined are the key aspects why organization invest on learning and development. Taking a look at the existing scenario of Bankco. There's a competitive pressure in it because almost all of the financial bodies are offering the same products and services. The culture of all the organizations is changing due to the industry changes.
Bankco have to sustain its corporate image as well, because it has 250 branches all over England. AS Bankco have introduced most of the policies and procedure newly into organization so the customer complains about the quality of service they are providing required Bankco to invest on training. Lidhari and Ines and Morales (2010) "providing superior service quality enhances customer satisfaction and plays a part in profitability. Superior service quality lowers customer defection, enhances customer loyalty, provides opportunities for cross-selling, increases word-of-mouth recommendation, and enhances corporate image". Considering the scenario of Bankco the way the learning process can be initiated and progressed into the staff of Bankco
The Learning Cycle Model: Kolb (1984)
The situation in Bankco can be assessed by making use of Kolb learning cycles. There are four learning stages into Bankco. Management of Bankco is managing at the stage of concrete experience and thus it is providing a base for the observation and reflection from the consequence of poor staff performance. Bankco management have introduced new policies, considering the performance of the employee. This is asses using the main element stage of abstract concepts. Human Resource Department is taking the business into a new paradigm of management. Although managers are feeling it like they are taking them back again to the traditional style rules and regulated working. This stage can be assessed on the stage of actively tested.
Change Readiness Model: Susanto A. B
Bankco itself how much prepared to change is, the Change readiness Model is employed to critically analyse the performance of Bankco Management, Staff and its line Managers. The impact of industry change is effecting the positioning of Bankco. Especially the new trend in to the industry needs the competent workforce which must be flexible to change. According to the scenario Bankco hired the staff beyond your Banking domain. Many of them are professional in Accounting, Marketing, and Personnel. The challenge here arises the change has been managed from top to Bottom. As the senior management emphasise on more positive approach to managing employee as a key asset to Bankco. Alternatively the Staff and Branch Manager are reluctant to improve and their commitment to improve is low. As a result complains from the customers are increasing. So we can say that the Staff of Bankco is not committed to the work.
The mission and vision of Bankco is clear to re-emerge from the existing financial crisis. But due to the change into the policy and procedure of Bankco. The Staff morale is negatively affected. The idea to be looked at is like staff does not have the clear vision. The entire performance is increased customers complains, urgency to implement changes, staff morale is down, managers commitment is poor.
Downward Communication: Marchington (1992)
The current communication practice at Bankco is Downward. Considering the existing scenario of Bankco. The management is changing the policies and procedures and they're willing to improve as shown by the readiness to improve model.
The core aspect of downward communication is to educate and train staff with the new plan and procedures introduced by the management. Yet, in Bankco, the management is certainly going so fast however the staffs aren't getting into the procedure of change. On contrary we can easily see that there surely is no commitment from the line managers and the staff towards the task. The issue of communication in Bankco is like there is absolutely no such good technique used to provide the message from the management to the workforce that what management wants.
The scenario shows that Bankco have replaced the new system of analysis for both managers and the clerical staff. Secondly the Human Resource Responsibilities are shifted to the line managers. Bankco have introduced new disciplinary policy, in which they are simply successful to slice the labour cost. But is this communicated before to the staff, and now there is no job security so there is not commitment to work and employee morale is low.
In downward communication, there are proper techniques which is often used. Bankco no matter used the team briefing method but it was to reduce the union pressure, but how about the individuals. The other techniques could be used like, employee reports, informal communication between top management and the line managers. Proper Bankco Journal which could be published monthly or weekly about the financial statistics of the business.
A communication style of employee cynicism toward organizational change: Daniels, Qian (2008)
The results of poor communication from management and from line managers have resulted into employee and customer apathy, cynicism and obstruction. The Bankco's cynicism can be shown into below mention model.
Analysing Bankco on the suggested model we can say that information and relation can be an input to the process of change and reduce cynicism that could lead to the change of Bankco. Taking a look at the current scenario of Bankco, There is only team briefing going which is to deal with the challenge of Unions and really the only step is taken to transfer the responsibilities of HR issue to the line manager have solved the issue of decision making to the work floor where in fact the union was not strong.
The point of argument is where is the proper communication with the line manager, in order to show some kind of commitment to the staff. Taking a look at the aforementioned model the rational context of input which staff is getting from is colleague cynicism and trust in management which is low by the introduction of new policies and code of conduct, resulted into labour cuts. This input all together result into the specific change required by Bankco, which lead to the staff resistance to change. The other issue of resistance to change is performance based evaluation, the staff really consider if we will change to new process then our initial performance will not be up to mark. This could result into termination from employment. So these are the critical point on which Bankco should emphasis before implementing the change process.
The strategic employee communication model: Barret (2002)
The practices can only be improved by proper communication from top management to bottom including the line manager and the feedback should be studied from bottom to top. Considering the strategic objectives of the Bankco the model plainly shows the way the best communication could be performed.
The AMO Model: Purcell et al (2003)
The role of line manager is very critical in Bankco environment. The first implication is line managers are responsible for HR issues, Bankco made these changes to shift your choice making from union head office function to the task floor. The senior management is at desire to to relate the staff with the commitment and identification with the increased cooperation in Bankco.
The need for line manager is important according to the performance of the employee. THE POWER, Motivation, and opportunity model focus on the role of line manager and their importance. The relationship of line manager and HRM can only just be shown by the positive assessment of HR practices in organization. Henry and Jordon (2008). The basic objective of HRM is to recruit, train and retain the best skilled peoples in Bankco. But as I mentioned earlier they are following tradition method of HR. and today they may have transferred the HR issue to the line managers.
The line manager as the role is clear from the above model is the key player whose management style differs then your HR perspective. Line manager is the one person who shows the possibility to the staff to perform well in Bankco. Line manager use to motivate those to get out the best of their job if they have got ability and skills.
Human resource department job is only to bring the best pool of peoples in Bankco it is the line managers who are playing the best role in 250 branches across UK. So in order to wthhold the best peoples in Bankco Brach Managers are essential because they're the only people who are directly interacting and motivation people on work floor.
In current scenario of Bankco, Branch manager are leading managing and developing visitors to perform their finest. Due to changes in industry Bankco is facing the challenge with the commitment and motivation.
Line managers are critical as a result of role they have is similar to leading the staff in line with the standards of Bankco. The performance of overall organization sustain on the role of the line managers, in scenario of Bankco.
The front line managers in the Branches have critical role according to the model if they're content with their job and focused on present only then your rest of the staff will get the high morale of job.
Engaging Leadership Model: Shaping Future engaging leadership CIPD (2010)
Line manager really become leaders while dealing with their subordinates. The above mentioned model implies that how line manger take the complete of staff with themselves to accomplish the organizational vision. The aspect in engaging the individuals to the job is showing them the original concern and share the mission of the business. The other aspects included into engaging the individuals are being accessible and flexible into the role they are really performing. The ultimate way to obtain the feedback from the co employees or the subordinates is to encourage questioning.
The second part of leading for line managers is engaging the organisation. This mainly includes inspiring other team members; this may be Bankco staff employed in head quarters. The idea behind the successful into the vision of Bankco is to consider Bankco as a team and then concentrate on the performance of overall organization this lead to an alteration in the current practice of Bankco. The development of Bankco is important. Once the staffs will be ready to change then your organization could lead into the development according to the become industry.
Looking at the existing scenario of Bankco, personal qualities and core values will be the key aspects which realty impact on the performance and capability of other subordinates. This mainly includes the honesty towards obtaining the shared goal of organization. In case the line manager is not honest then whole of the team will need the advantage never to perform according to the desired standards of Bankco.
Considering Ability, Motivation and Opportunity model in brief the "black box" concept evolves around every employee who contains the skill the thing is the chance. In case of Bankco they have the opportunity however the external pressure of financial forces and the inner pressure of Human Resource policies have changed their mind to guard their jobs instead of to perform their job really well.
The motive of the business enterprise is to remain profitable, however in other scenario they need to perform all the actions ethically. According to engaging leadership model the line manger is in charge of moving the team forward together with the shared vision and mission of the business. This mainly includes networking, sharing vision of Bankco, Solving complex problems of staff and facilitating change.
Leading managing and developing people on work place is much less simple as it is written in the books. Bankco a big organization having large businesses is with all those organizations which are facing the challenge of monetary crisis and credit crunch. What is the reason why Bankco is not competing into the market where rest of the players are providing the similar products with the same services and surviving successfully?
Machines are essential to the functions of organization, however the men standing behind the machines will be the most effective assets to the organization. These reports analyses and stimulate the aspects which Bankco is facing. The only real problem they have got is external pressure of changing the high risky sale culture and managing the staff to meet the customer demands.
Leading and managing people at the job place can contribute to the work place be reaching the required standards of managing people. The one limitations to attain at desired level is the willingness of the staff, particularly the managers, and the clerical staff of Bankco.
Change in the HR policy
First Quarter of a year ( 90 DAYS)
The overall restructure in organizational strategy and HR strategy
The reluctance to improve in the practices, financial health of Bankco.
Low cost is required, because the practices need to be changed.
Training and Development Campaign
Human Resource Department
Based on Selection methods
The scope of Bankco will improve and commitment of employee, their job security and employee retention for Bankco will be easy.
The existed training and Development programmes they may have, which are sales oriented, secondly the cost involve to change the over all plan or Trained in Bankco.
Heavy cost is necessary.
Relationship with union
The relationship with union must be strong to be able to attain the full commitment from the staff of Bankco. Since it will lessen the energy of union in Bankco.
The new policy and procedure of labour cuts will influence on union relationship.
Customer Complains and employee morale towards Bankco Success
Management and line managers
Besides the Bankco new policies and the external pressure the line manger must ensure the nice delivery of deal to customers. And make an effort to minimise the complains
The labour cut policy and performance based evaluation system.
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