...Strategic Profile History According to CIBC Mellon, the company is built on the strengths and traditions of their two parent companies, CIBC and BNY Mellon. With these two companies combined expertise, they were able to provide a unique advantage of delivering intelligent solutions that are global in scale, and provide superior value. CIBC Mellon states that they have a shared history and timeline ranging from 1867 to the present. This timeline begins in 1867 when the Canadian Bank of Commerce was established in Canada by the Honorable William McMaster, a prominent Toronto businessman and philanthropist. According to CIBC Mellon in 1869, Mellon Bank was established by Thomas Mellon, a well-known Pittsburgh lawyer and jurist. Over the years, Mellon established itself as one of the world’s top providers of financial services. In 1875, the Imperial Bank of Canada was established by Henry Stark Howland who was previously the vice-president of The Canadian Bank of Commerce. In 1961, The Canadian Bank of Commerce and the Imperial Bank of Canada merged to form the Canadian Imperial Bank of Commerce (CIBC). The transaction remains the largest merger of two chartered banks in Canadian history. In 1991, The R-M Trust Company was formed by Mellon and others in Canada and which provided transfer agency, corporate trust, and other trust services to corporate clients. In 1996, CIBC joined forces with Mellon to form a fifty-fifty jointly-owned company named CIBC Mellon Global Securities Services...
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...Susan Walsh Sanderson Lally School of Management Rensselaer Polytechnic Institute Troy, New York 12180 Phone: 518-276-2933 Fax: 518-276-8661 Email:sandes@rpi.edu May, 2008 CURRENT POSITION ASSOCIATE PROFESSOR (with tenure). School of Management Rensselaer Polytechnic Institute, Affiliate of Sloan Foundation Industry Studies Centers Major Interests: • Innovation Management • Product Design, Marketing and Brand Management • Innovative Teaching Approaches (Multimedia Enhanced on campus and Distance Learning) AWARDS 1995 Boeing Outstanding Educator Award Hesburg Award Team (for Educational Innovation) In 1995, I was a co-recipient of the Boeing Outstanding Educator Award and a member of the team receiving the Hesburg Award for Educational Innovation TEACHING Teaching Role. My recent teaching has been in Rensselaer’s resident MBA program (both full and parttime), Professional and Distance Education Program and undergraduate programs. My research and teaching have made important contributions to efforts to build the marketing and management and technology curricula in the School of Management at Rensselaer and at other universities who have adopted our teaching materials. As a pioneer in interactive leaning material on product development and manufacturing, I have developed several interactive multimedia cases and collaborated on the development of simulations designed to teach marketing principles and bridge management and engineering disciplines. The simulations teach marketing...
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...Appraising Performance Definition A performance appraisal, employee appraisal, or performance review is a method by which the job performance of an employee is evaluated (generally in terms of quality, quantity, cost, and time) typically by the corresponding manager or supervisor. A performance appraisal is a part of guiding and managing career development. It is the process of obtaining, analyzing, and recording information about the relative worth of an employee to the organization. Performance appraisal is an analysis of an employee's recent successes and failures, personal strengths and weaknesses, and suitability for promotion or further training. It is also the judgment of an employee's performance in a job based on considerations other than productivity alone. History The traditional level at which performance management is used in organizations is the individual level. Individual performance management is perhaps the level with the longest evolution in history, as it mirrors the level of organizational maturity. The precise origin of performance appraisals is not known but the practice dates back to the third century when the emperors of the Wei Dynasty (221-265AD) rated the performance of the official family members (Banner & Cooke, 1984, Coens & Jenkins, 2000). In early times, organizations were loosely defined and their performance management focus was based on individuals performing tasks as part of a group. Performance appraisals in industry were most likely...
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...Case Analysis of Bank of America: Mobile Banking Marcus J. Durr Professor Trittipo AMBA 650 Section 9047 January 31, 2012 Abstract During the tough time for the banking industry when many banks have gone into bankruptcy or have began add numerous fees to their service in order to stay afloat; Bank of American (BoA) has also experienced some of the effects of the financial crisis. In an effort to weather the storm BoA began to incorporate mobile banking. While its competitors were implementing their own mobile banking through mobile apps, mobile web, and short message system (SMS), BoA focused on the mobile app and mobile web only. This case analysis takes a look at some of the major strategic issues and problems, such as BoA leaving out a portion of their target market by opting out of using SMS, which left a portion of their market base outside in the cold. However there are some positives, that BoA realized and took swift action to capitalize on the fast emerging market of mobile banking. In the conclusion, recommendations are given on what BoA can do to keep a stable position in the future, as mobile banking will have a huge impact on the banking industry. Case Analysis of Bank of America: Mobile Banking In the banking industry Bank of America has grown to become a household name and evidence of their marketing efforts through all channels can be seen just about everywhere you go. Over the past few years the banking industry has surly gone through some turbulent...
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...Intel Research: Exploring the Future This report discusses the case study ‘Intel Research: Exploring the Future [1], published in 2005 by the Harvard Business School. The discussion is divided into three different sections: overview, analysis and conclusion. 1-Overview In 2013, Intel spent more than 10.6 billion in Research and Development (R&D), and became the third biggest spender in R&D. Intel invests in R&D to get on with Moore’s Law, an observation by company co-founder Gordon Moore in 1965 that computing power doubles every two years. As the company works to cram more transistors onto its circuits, development eats most of the company’s R&D spending. “It’s getting more expensive to do the development piece of it because wafers get more expensive over time as more steps get added to the process,” says Michael Mayberry, vice president and director of components research at Intel. “Complexity drives cost.” One recent example of the company’s R&D efforts includes the 14nm Intel Core M processor, which is half the size of the previous generation of chips with 20% longer battery life and 60% less energy expenditure [2]. In late 1999, Intel Research was formed to perform a new model of conducting information technology (IT) research. At that time Intel already had a process for research in new product development (Figure 1). In this research approach, the approximate feature capabilities of a new product can be predict by Moore’s Law. Then the technical...
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...Awards | Given By: | Criteria: | Website: | Cape Challenge Award | C.A.P.E | The California Challenge Award is a self-assessment program to help private and public sector applicants begin their journey towards performance excellence. The Challenge Award consists of a 12 page application using the most current criteria of the CAPE Program at the category level. | http://www.calexcellence.org/ | The California Prospector Award | C.A.P.E | Created to help applicants advance their performance excellence initiative before committing to the complete California Awards for Performance Excellence™ application process. The Prospector Award™ consists of a 25 page application using the most current criteria of the CAPE™ Program at the category and item levels. | http://www.calexcellence.org | California Award for Performance Excellence | C.A.P.E. | top level award offered by CCE and adheres to the BNQP criteria. The Eureka Award offers seven categories: Large and Small Service; Education; Health Care; Non-Profit; Government; and, Military. | | Annual Food Quality Award | Food Quality Magazine | It honors the dedication and achievement of a North American Quality Assurance/Quality Control team that has made exceptional contributions to food safety and consumer satisfaction with a positive impact on business results. | http://www2.dupont.com/Qualicon | Akao Prize | Quality Function Deployment Institute | The Akao Prize is now awarded to individuals around the world who have...
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...Introduction Riordan Manufacturing is a global leader in plastics manufacturing market. The company has facilities in Albany, Georgia, Pontiac, Michigan, Hangzhou, China and San José, California. Riordan’s projected annual earnings are approximately $46 billion. The company began operations in 1992 with the company’s first functional Human Resources Information System. The current system is part of the financial systems package that tracks employee information. Recent analysis of the current HRIS has provided evidence indicating the system needs upgrading in order meet Riordan’s developing needs. To remain viable Riordan plans to update the current HRIS system with a more sophisticated HR system. The use of modern technology will be used to incorporate a variety of tools into a single integrated application. Plan The intent of this report will focus on Riordan’s current HRIS problems by developing a strategic plan for implementing a more advanced system. “The primary objective of the analysis phase is to understand and document the business needs and the processing requirements of the new system.” (Satzinger, J.W., Jackson, R.B., Burd, S.T., & Johnson, R., para. 26, 2004). Adjustments to Riordan’s HRIS will incorporate changes to the current financial system as well. Currently each location is experiencing problems with their financial and accounting system; thus, the problem stems from each location using a nonstandard system. The modern HR system will include tools...
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...Aligning Employees Leading Strategic Change Robert S. Kaplan Marvin Bower Professor of Leadership Development, Emeritus Copyright © President & Fellows of Harvard College Align employees to the strategy: Four HR processes 1. Create Strategic Awareness Communicate Communicate Communicate 2. Align Personal Goals Personal Scorecard Make Strategy Everyone’s Job 3. Provide Necessary Skills Strategic Job Families Strategic Readiness 4. Align Personal Incentives Variable pay Team based You need a formal process to improve workforce readiness. Strategy should be linked to existing HR programs for performance management. How do we align employees to the strategy? 1. Create Strategic Awareness Communicate Communicate Communicate 2. Align Personal Goals Personal Scorecard Make Strategy Everyone’s Job 3. Provide Necessary Skills Strategic Job Families Strategic Readiness 4. Align Personal Incentives Variable pay Team based Communicate “seven times seven different ways” to make strategy everyone’s job Personal relevance brings the strategy to life Sustained communication uses different channels to get the message across • Leadership meetings • CEO random visits to employees • Dear Colleague Quarterly Letter in Mellon News • Learning lunches & informal discussions • Intranet • Working groups facilitated by HR • Staff briefings Source: Presented by Jack Klinck, Vice Chairman, Mellon Europe at BSCol European Summit...
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...cost of development of the application is very expensive. Second, it should classify its market segments based on Exhibit 3b (Global Consumer and Small Business Banking, Global Corporate and Investment Banking, Global Wealth and Investment Management) then designs a specialized application based on the needs of the target market. The advantage is that it would step ahead of its competitors in providing customized solution for each market listed above. In turn, it will increase customer satisfaction and that would lead to expand its current market in each segment. This will result in increasing mobile banking by integrating BOA’s business line spreading its platform to increase more market coverage.... 2. Case Analysis of Bank of America: Mobile Banking Case Analysis of Bank of America: Mobile Banking Marcus J. Durr Professor Trittipo AMBA 650 Section 9047 January 31,...
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...Focus on Process to Reduce Your Recruiting Costs In good times, trimming operational costs is an ongoing goal. In tough times, it’s a necessity. In both good times and bad, however, recruiting occurs. Growth increases headcount in good times, and opportunistic or replacement hiring occurs in slow business cycles. By employing creative recruiting strategies in tandem with the latest technology developments, you can reduce recruiting costs while driving exceptional business results. Creative recruiting strategies in tandem with the latest technology provide the opportunity to reduce recruiting costs while powering exceptional business results. Target Direct Cost Savings Total recruiting process expenses are the sum of external costs plus internal labor costs. Most organizations can reduce recruiting expenses with direct cost savings. While additional savings on indirect costs can be realized from process improvement and efficiency gains, there are direct cost savings and benefits readily available in three broad areas: sourcing, assessments, and green recruiting. Sourcing: Reduce Agency Costs Agency search firm fees can amount to 35 percent of a new employee’s annual base salary. Typically taken from the hiring department budget, these fees may not be visible to HR. By relying on internal mobility programs, referrals, candidate pipelines, and corporate career Websites, organizations can reduce or eliminate this agency spend. And when you do have to pay third-party agency...
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...Dr. Michael Workman Information Security Management RISK ASSESMENT Information systems have long been at some risk from malicious actions or inadvertent user errors and from natural and man-made disasters. In recent years, systems have become more susceptible to these threats because computers have become more interconnected and, thus, more interdependent and accessible to a larger number of individuals. In addition, the number of individuals with computer skills is increasing, and intrusion, or “hacking,” techniques are becoming more widely known via the Internet and other media. Arisk assessment is not about creating huge amounts of paperwork , but rather about identifying sensible measures to control the risks in your workplace. You are probably already taking steps to protect your employees, but your risk assessment will help you decide whether you have covered all you need to. Think about how accidents and ill health could happen and concentrate on real risks – those that are most likely and which will cause the most harm. For some risks, other regulations require particular control measures. Your assessment can help you identify where you need to look at certain risks and these particular control measures in more detail. These control measures do not have to be assessed separately but can be considered as part of, or an extension of, your overall risk assessment. Although all elements of the risk management cycle are important, risk assessments...
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...Employee Development and Retention Stephen P. Czerniak University of Phoenix, Troy Learning Center HRM 565 Human Resources Management Instructor: Charles A. Zajac Group ID: TRGRAD26 Assignment Due: Workshop 5 October 3, 2006 Employee Development and Retention (1400 – 1750 words) Career Planning One believes that they are employed in a job and pursuing a career. Most employees do not pursue the concept much past that. Byars (2004) describes a job as a: “Group of positions that are identical with respect to their major or significant tasks and responsibilities and sufficiently alike to justify their being covered by a single analysis. One or many persons may be employed in the same job” (p. 440). The word “position” describes what most of think of when one uses the word “job” as a “collection of tasks and responsibilities constituting the total work assignment of a single employee. There are as many positions as there are employees in the organization” (Byars, 2004, p. 443). Some firms go so far as to use the phrase job description and position description to describe the job performed by an employee in a particular position. ***In this century, shouldn’t the employer more accurately describe the concept of “work” due to the internet, intranet and the ability to telecommunicate?*** Whether one is employed by the same firm or changes employers, one typically holds several positions during their career which is “a sequence of positions occupied by...
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... | |Name | |University | | | | | Bank of America Identification of Strategic Issues and Problems The Bank of America operates in an industry marked with rapid changes, the financial crisis and evolving technology. There are two challenges faced by Bank of America at this point. For the long term, the Bank faces a challenge in positioning itself. This is because mobile banking is evolving rapidly and could have a significant influence not only on Bank of America but also the whole financial services industry. In the short term, Bank of America needs to decide the future of its smartphone application. It needs to be decided whether the bank should introduce a new application, or whether they should add to the functionality of the existing application, thus making it...
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...Leadership can be described as a character that is individualistic or with a difference, but rather it is depicted by many as shared, global, strategic, complex, dyadic, and rational. Businesses, non-profits, educational organizations and government agencies need the type of leaders who can navigate some complex and changing situations in the future effectively. Some of the questions that most of the leaders in business need to ask themselves are what they need to do, and they should access whether they are equipped to do the tasks that await them. For any leader in an organization to develop and build strength in leadership for the future, they will first need to know all the elements in leadership that will be valued and needed in the organization that they work. The other aspects that should be under consideration are the roles that the organization is likely going to consider as critical. The point may be obvious, but it is an aspect that future leaders need to understand because most companies spend a lot of time and money when trying to define the needed competencies. Before determining the extent to which some of the today’s leaders are equipped when we consider some of the challenges that they are likely to face in the future, there is the need to gauge some of the current leadership strength. Some of the trends include strategic planning, employee development, resourcefulness, leading people, and inspiring commitment. For most of the future managers, they should consider...
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...two decade or so, educational institutions as well as governments having recognized the enormous potential of overseas market for education have been internationalizing education, especially higher education. Also, in the recent time universities and institutions around the globe including Singapore have been experiencing a decrease in public-funding and also corporatization. These developments have placed the institutions under constant pressure to restructure to become more entrepreneurial and globally competitive. This report also examines the policies that helped in growth of the education industry in Singapore and the role being played by foreign universities in achieving the ambition of Singapore to be a ‘Global Education Hub’. Analysis of the global trend The global trend of internationalization of higher education, especially among universities in industrialised developed nations has been consistent in the last two decades or so and it has manifested itself by way of exchange of faculty, students and curricula. Universities in the developed nations like USA, UK, Australia and some countries in Europe have been seeking much greater number of students to their campuses as well as established collaborative links with developing and transnational economies. In late 1980s and early 1990s Singapore became a net importer of education services, with rising number of Singapore students enrolling in external degree programs. This trend combined with Singapore’s drive to move...
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