...leadership talent pipeline. It is aimed at high calibre graduates and provides a comprehensive, consistent and integrated programme which will support the development of a broad group mindset and rounded skill set in all graduates. Participants are given a combined opportunity to develop both specialist skills and personal development. These skills will equip graduates to develop their careers and challenge for significant roles in the future. Vacancies available in: Retail Division Ireland & UK Group Supports (HR, Finance, Credit & Market Risk, Audit) Corporate & Treasury Division Vacancy Locations: Ireland & UK Minimum Requirements: Relevant Primary Degree at 2:1 Level or Masters Degree (Expected or Achieved) Desirable Degree Specialism: Finance, Mathematics, Engineering, Actuarial, Quantitative Studies, Arts (e.g. Business, Economics or Finance), Science, Computer Science Essential Requirements: Strong Customer Focus Demonstrate Initiative and Flexibility Intellectual agility and a willingness to challenge the status quo High achiever and excellent team player Strong Interpersonal and Communication Skills Motivated with a high level of drive and ambition Applicants must be eligible to work in the jurisdiction of the Programme they are applying for. Training & Development: The Futurus Programme offers a two year structured training calendar to all graduates...
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... John Wiley & Sons. • Machiraju H.R.(2001), Introduction to Project Finance: An Analytical Perspective, Vikas Publishing House Pvt. Ltd. • Patel B.M.(2000),Project Management: Strategic Financial Planning Examination & Control, Vikas Publishing House Pvt. Ltd. • Finnerty J. D.(1996), Project Financing: Asset-Based Financial Engineering, Wiley • Newbold C.R.,(1998), Project Management in the Fast Lane: Applying Theory & Constraints, St. Lucie Press • Anthony R.N. & Govindrajan V.(1998), Management Control Systems, Tata McGraw-Hill • Desai V.(1997), Project Management, Himalaya Publishing House MBA 412: COMMERCIAL BANKING Credit Units: 03 Course Objectives The aim of this course is to give the student an overview of banking industry and prepare him for various roles in the banking...
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...Human resource management professionals have acknowledged the complex challenges associated with creating human resource systems that are aligned, congruent, integrated with their corporation’s strategic mission and capable of generating the high trust and commitment from employees that are conditions precedent to sustaining long-term wealth creation. Creating this high performance approach to management is a key role of the human resource management function , and vital to establishing a reputation of trust and integrity for organizational leaders. Identify the areas of overlap in the new client organization with others that you have had as clients. Retail banking is the branch of baking that includes checking and saving accounts. These are what most people associate with banking. Wells Fargo Bank holds about 50 percent of the retail portion of the banking industry. According to recent studies conducted, Wells Fargo’s tellers are an essential part of the success. This is mainly due to the fact that bank teller’s are the only part of the banking system that the general public sees. For a banking customer, the experience with a teller can make or break the decision to switch banks. I think the areas of overlap is to ensure that they continue to hold such a large part of the retail banking industry, Wells Fargo Bank will need to develop a business-level competitive strategy. “Business level strategies detail actions to provide...
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...Introduction HR is concerned with the people dimension in an organization, hence the trend in organizations to re-designate Personnel Department into Human Resource Department. The functions undertaken by HRD are to recruit, select, train and develop employees for an organization. Today with companies having a global mix of employees, developing an understanding of the employees is a tough task for the HR Department. Human Resource Management is a process of bringing people and organizations together, so that their respective goals are met. Indian organizations are also witnessing a change in systems, management cultures and philosophy due to the increasing global alignment of Indian companies. HR Researchers worldwide have come to the conclusion...
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...1. Introduction This seminar paper deals with the Learning and Development Strategy of Dashen bank vis-à-vis the best practices and best fits recommended by scholars in the field. Our assessment covers the literature review analysis on the best practices and best fits as provided by the tool kits. We have also reviewed the Dashen bank’s business as well as Human Resources Management Strategies, HR Training Policies and Procedures and the Bank’s Profiles. The paper presents the literature review in the first part and analysis of the Bank’s strategy in general and learning and development strategy in particular based on the tool kit as advised by the instructor in the second part. The final part presents conclusions and recommendations. 2. Objective The purpose of this term paper is to evaluate the human resources learning and development strategy at Dashen Bank SC against the contemporary theories and recommendations and best practices prescribed by scholars and practitioners. The evaluation mainly applied the strategic human resource management tool kits as recommended by the course instructor. 3. Limitations Since the paper deals with the strategic issues of the Bank which is a confidential document to the Organization we were constrained freely examine and discuss the paper as we wish. 4. Literature Review STRATEGIC HUMAN RESOURCE DEVELOPMENT (SHRD) involves introducing, eliminating, modifying, directing, and guiding processes in such a way that all individuals...
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...that he followed his demeaning and derogatory or “kiss up, kick down” style of working. How is Mazey’s work style affecting the culture of the associates and analyst at Hudson? Mazey’s work style introduces us to our first presenting issues. Mazey attitude affects his work style and the work life of many employees at Hudson. The company provides a 360-degree feedback system, which presented Mazey as having a nasty reputation amongst the analyst and associates at Hudson. Analyst and associates at Hudson are clearly not happy and have not been for the past ten years. Mazey was considered a solid banker at Hudson that gave him the reputation through the organizations that he was something different from his reputation. In the financial industry one who is a solid banker includes one who is: smart, hardworking, capable of working both independently and as part of a team, have attention to detail, can present themselves well to clients and are fun to be around. This is discrepant from who Mazey actual is or what many of Hudson associates and analyst...
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...Employment & Salary Trends in the Gulf 1 Executive Summary Despite the slump in oil prices and conflicts in neighbouring countries, the Gulf region continues to enjoy a stable pace of economic growth, with most firms maintaining employment levels or increasing headcount. Most governments have so far used their large reserves to keep spending and investment plans at previous levels. from absorbing this pool of talent. Pay rises across the region averaged 6.7% in 2014, the highest average increase since the financial crisis, and are projected to accelerate further in 2015 to 6.9%. This is driven by the competition for talent and rising cost of living and, in the case of Oman, increasing unionisation The impact of the oil price fall has so far been of the workforce. At the same time, the strength limited to firms in the oil and gas sector, some of the US dollar, to which most Gulf currencies of which have been downsizing. There has also are pegged, is helping make Gulf salaries more been some slowdown in Bahrain and Oman, attractive for expatriates, reducing upward the countries with lower cash reserves where pressure on wages. governments have started to reduce their investment on infrastructure projects. The UAE, and particularly Dubai, remain the region’s most popular destinations for expatriates. Across the region, the fastest growing sector is Qatar ranks second in popularity with newcomers, healthcare, driven...
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...What is HR consultancy firm- A Human Resource consultant not only concentrates of compliance issues and following best practices, but will also assist in employee programs and training and development. National PEO, for example, provides Human Resource services ranging from employee handbooks to compensation analysis. Professional Employer Organizations (PEO) has the staff and expertise to make business run more efficiently. They have special tax rules that company needs to utilize. Their employers are trained in the special needs that an HR consultancy business have. For example, Axis consultancy firm of bd have detailed knowledge pertaining to that community and its trends. It’s best to have a consultant that can take care of your local (city) needs along with whatever the state may require. Most major cities and even a few small metropolitan communities have Human Resource consulting firms. Knowledge or rules, laws and regulations are not the only things PEOs offer. Human Resource consulting needs are certain differ from business to business and city to city. They also provide any sort of service for employ’s background and other record checking. To recapitulate in short, whatever your particular business needs may be a reliable professional employer organization can be the key to your business running more efficiently and with a higher profit margin Arizona, Tuscon, Phonix, Las vegas are the most renowned international HR firm. Locally we have some renowned HR firms as...
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...• " A STUDY OF THE IMPACT OF HUMAN RESOURCE PRACTICES IN REGIONAL RURAL BANK OF MP II (A) INTRODUCTION OF HRD According to Economic Theory, the factors of production are land, labour, capital, organization and enterprise to produce and distribute goods and services. These five factors can be further grouped into two broad categories, (i) land and capital and (ii) labour, organization and enterprise. The former category is passive in nature while the latter one is active. The inputs of this category may be largely termed as human resources working in the form of entrepreneurs, managers and workers. No amount of production of any good or service is possible in their absence. Even with the given factor - inputs (factors of production) of the first category, the magnitude of goods and services and their quality depend on the quality of such human resources. In the present day society, the need for well developed and qualified human resources is being felt very profoundly to successfully face cut-throat competition. This is because the modern commercial and industrial scenario is characterized by mega-sized organizations, global competitions, innovative and newer wide variety of goods and services and ever changing technology. In this situation, the development of human resources has assumed more significance so as to understand and use ever - changing technology and to do the job effectively and efficiently, eventually leading to...
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...Report On HR Department training Development of Prime Bank Prepared by: Sadia sharmin ID:12302009 Subject:ART204 Section:C Prepared For: Tanvir H Dawn Faculty of CBA College of Business Administration Submission date: 14th Nov, 2015 Letter of transmittal To Tanvir H Dawn Faculty, College of Business Administration Subject: Letter of transmittal for improving quality and productivity. Sir, It delights that we presenting our group work on improving productivity and quality of Prime Bank Ltd. It was given as task. We complete our task within the time. I, face so many problems as such as computer virus, internet accesses problem in our university lab. There are so many limitations although we can complete our task for this we group members are so grateful to authority. This is particular in nature. In case of any doubt we the people undersign on this presentation remain stand by to clarify. Thank you very much sir Name:Sadia Sharmin , ID # 12302009 Sing--------- Students Declaration I am the student of college of business administration, International University of Business Agriculture And Technology, Uttara, Dhaka 1230 declared that this was assigned to us so we try to complete it within the time. We declared that it’s our own writing; we the groups of students under signing are responsible for any...
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...A. Compensation & Benefit Package: Competitive pay is the most recognizable part of a company's compensation and benefits package, and it's key in gaining and maintaining an advantage in the marketplace. Some of the first tools used to gain that advantage are market salary reports, which are used to determine the going market pay rate in similar companies and industries. When trying to keep up with market salary reports and the going market rates, small to medium-size businesses are sometimes at a disadvantage. Why is that? For one thing, the uniqueness of job roles within smaller companies can make it difficult to compare job responsibilities in the market and obtain suitable salary comparison data. A company's degree of competitiveness and ability to pay what the market bears can be another challenge. But the going market rate must be considered in an effort to achieve and maintain external equity. If a business owner concerned with retaining top talent, must consider the compensation practices of other companies in your industry as a tool for reducing both turnover and recruiting costs. Especially in a business where employees believe they can receive better pay for performing the same work somewhere else, there's little incentive to stay with an employer; therefore, you must be concerned with external equity. Factors within a company must also be taken into consideration when you're addressing compensation issues. Internal equity seeks to place the same value on jobs that...
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...Keys to Success 6 5. Critical Issues 6 C. Marketing Strategies 7 1. Mission 7 2. Marketing Objectives 7 3. Financial Objectives: 7 4. Target Market 7 5. Positioning 7 6. Value Proposition 7 7. Strategy pyramid 7 8. Marketing Mix 8 9. Marketing Research 10 D. Financials, Budgets and Forecasts 11 References: 14 A. Executive Summary This document details the marketing plan to be followed by our team for providing software solutions to clients belonging to BFSI domain. After being an established solution provider to other large banks, the products and services of the company now mainly aim at providing right kind of solutions to the small and medium financial institutions (cooperative and retail banking). The entire strategy for marketing plan starts from segmenting the market for the kind of services we will be providing, understanding customers' needs, customizing solutions according to them and providing them with the solutions. It contains projected revenue figures, desired market share and approximate investments to be made by us to achieve the forecasted sales and in turn, the profits. It also talks briefly about the marketing campaign that we will be developing for selling our services to our clients and also the proposal and legal framework involved in the IT services marketing. The document will be undergoing modifications as we will be discovering new needs and also when the customers’ requirement could be met differently...
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...Strategic HRM for banking The environments in which organizations operate today are divergent. Myanmar banking sector has been facing unprecedented challenges with the wave of privatization and globalization of myanmar economy. Banks are under intense pressure to perform in today’s volatile market place. Steep competition, globalization, growing customer demand and exposure to higher credit risks are forcing the banks to find new ways of providing better customer service so as to improve profitability. The strategic management of human resources is one of the ways companies may use to increase their competitiveness in the new organizational landscapes, since managing in a global marketplace, introducing new technology, developing organizational knowledge, improving customer service or product quality, requires considering the “human equation” (Pfeffer, 1998). The management of organization human resources is an integral part of how an organization is going to achieve its mission goals. Without people, there is no one to do the work. Therefore, integrating HRM into the organization strategic plan is important step in Establishing an HR Strategy. The function of building human resources management strategy requires analyzing the current strategies of the organization and its goals which means Because of the globalization, the competition is very intense to get competitive advantage. Globalization represents the structural making of the world that is characterized by the free flow...
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... Ms Rajinder Kaur Bilkhu Assistant Professor(M K Ponda College of Business and Management,bhopal ABSTRACT The role of Human Resources is changing as fast as technology and the global marketplace. Historically, the HR Department was viewed as administration, kept personal files and other records, managed the hiring process, and provided other administrative support to the business. The challenge for HR managers is to keep up to date with the latest HR innovations—technological, legal, and otherwise. This report will give the information you need to know about these current HR challenges and how to most effectively manage them in your work place .Human resources is an increasingly broadening term with which an organization, or other human system describes the combination of traditionally administrative personnel functions with acquisition and application of skills, knowledge and experience, Employee Relations and resource planning at various levels. It is the responsibility of human resource managers in a corporate context to conduct these activities in an effective, legal, fair, and consistent manner. Human resource management serves these key functions., This paper Impact of Human Resource Management in Indian Banking Sector unfolds the key dimensions of HRM with a focus on ICICI Banks. This paper deals with the changing concepts of :- 1. Recruitment & Selection 2. Training and Development 3. Performance Evaluation and Management 4. Promotions. ...
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...Project Report On Human Resource Management in Banking Sector ―STATE BANK OF INDIA‖ [Submitted in partial fulfilment] [M.BA Second Semester – January to May 2013] As a part of the Curriculum of MASTER OF BUSINESS ADMINISTRATION [MBA] From Bhai Parmanand institute of Business Studies, Delhi. Guru Gobind Singh Indraprastha University, Delhi. If you want this project word jamiabbs@gmail.com I will sent you file copy then mail me at -1- TABLE OF CONTENTS Chapter No 1 1.0 1.1 Particulars Human Resource management Meaning of Human Resource Management Page No. 1 1 2 3 5 5 6 8 9 9 13 20 20 20 21 1.2 Characteristics of Human Resource Management 1.3 Need and Development of Human resource management 2 2.0 2.1 2.2 2.3 3 3.0 3.1 3.2 4 4.0 4.1 4.2 4.3 Human Resource Management in Banking What is a Bank HRM Background and Practices HR Practices and Methods Job analysis, Job design, and Job evolution Job analysis Job design Human Resource Planning Recruitment Selection Placement -2- 4.4 5.0 5.1 5.2 5.3 6.0 6 6.1 6.2 Induction & Orientation Human Resource Development Management Development Career Planning & Development Organizational Development Compensations Management Compensation Compensations and Benefits 21 23 23 23 24 25 25 26 7 8 7.0 8.0 8.1 8.2 8.3 8.4 8.5 Human Relations Human Resource Management in Bank HRM in Cooperative Banks HRM in Regional Rural Banks (RRBs) HRM in Public Sector Banks HRM in Private Banks & Foreign Banks HRM in...
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