Introduction:
The area of human resource data investigated is Training – learning and development at AB Bank. Abdel Hamid Shoman established AB Bank in the 1930s (Arab Bank, 2015). AB Bank’s headquarters are in Jordan; however the bank has 600 branches in 30 counties, spanning 5 continents (Arab Bank, 2015). Moreover, it is an equal opportunity employer with 6500 employees worldwide (Arab Bank, 2015).
AB Bank has many values but the most significant one to Training is empowerment. Abdel Hamid Shoman has stated: “The Bank can only be as good as the people who are responsible for its operations at all levels” (Arab Bank, 2015). Thus, AB bank considers it essential to invest in its employees and provide them with the opportunity to grow (Arab Bank, 2015). This growth can be established through training the employees and developing their skills. Accordingly, a training policy was put into place in AB Bank which focused on the employees’ skills gaps and training opportunities. The HR identifies the skills gaps employees may have and selects the best training topics and the best training institutes (Krishnaveni, 2008, p.236). It is also encouraged for employees to participate in
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In comparing both 2013 and 2014, I have found that there is a decrease in attendance and an increase in cancellations. Furthermore, I calculated the percentages of attended courses versus the number of cancelled courses per year; in order to show how there is a slight difference in percentages, as nearly 35% cancelled versus 65% attended in 2013. This shows a 30% difference and a large amount of cancellations. Additionally, in 2014 the difference between the percentages was even greater, as nearly 49% cancelled versus 51% attended, which is nearly half the number of courses initially registered
Prior to Fuller’s transfer, management at the Carson’s location was poorly run using the classical approach. While this approach can be successful, management has to find a good middle ground between caring for the company and caring about their employees. A traditional classical approach recognizes that there are five important factors to running a successful business (Miller, 19). According to text, these factors are planning, organizing, command, coordination and control (Miller, 19-20). These factors can be seen when you look at Third Bank as a whole. In the study, the CEO saw the issues in his company and put a plan together to improve. He had meetings with management, like fuller, to organize a solution. He then commanded all locations
managers to leave them more time to get/retain clients (which was already being done in
Banc One uses the following investment to manage interest rate exposure. In the early 1980s, Esty, Tufano and Headley (1998) mentioned that it managed its exposure to interest rate risk by adding balancing assets to its investment portfolio until it felt it had enough fixed-rate investments to offset its fixed-rate liabilities. In 1983, Banc One began to use interest rate swaps to manage interest rate exposure. Swaps will be discussed in the later paragraphs. In 1986, Mortgage-Backed Securities (MBSs) was introduced.
Investments in training and development are linked with a range of organisational and individual benefits, such as being a major determinant of economic growth and organisational performance (Santos and Stuart 2003). According to Pigors and Myers (1977), training is very essential to organisations...
The Royal Bank of Canada, also known as the RBC, is one of Canada’s most recognized banks. The Royal Bank of Canada is also a part of the Canadian “big five” in banking along with, TD, Scotiabank, BMO, and CIBC, who have all earned their spot as a part of the “big five” due to their dominance in the Canadian banking industry (“The Big, n.d). Being in such a position gives the Royal Bank of Canada a relatively large spotlight in the eyes of the media and the consumer. There may have been a time when a corporation’s only goal and purpose was for the pursuit of maximizing profits and to continuously expand and grow, and that this was also the sole measure of their success as an organization. However, it would seem that at this day and age company
The Royal Bank of Canada (RBC) is a blue-chip financial services company, and the largest of its kind in Canada. The bank is considered a blue-chip company due to its relative low-risk as an investment. With over 16 million public and private clients in over 35 countries, the bank has a secure international financial holding. They serve a wide fiscal demographic; with wealth management services for investments and high net worth clients in North America, and general personal/commercial banking services available for the general market ("Royal Bank of Canada"). As well as being an internationally recognized brand, RBC has weathered extreme economic strain, for example, during the crash of the American housing bubble in 2008 RBC boasted a 9 month high in their stocks ("Corporate Profile"). This evidence indicates a history of financial security and future stability.
The Commonwealth Bank of Australia (CBA) is one of Australia’s largest financial institutions. Headquartered in Melbourne, CBA holds 25.5% of the overall banking market share and owns notable industry brands, Aussie Home Loans and Bankwest (Wu, 2016). The CBA employees 51,800 people in 11 different countries and generated an impressive $9,981 million dollar net profit for the 2017 financial year (Commonwealth Bank of Australia, 2017a). On the 3rd August 2017, AUSTRAC, Australia’s financial intelligence agency, commenced civil proceedings against CBA for contravening the Anti-Money Laundering and Counter-Terrorism Financing (AML/CT) Act 2006 (AUSTRAC, 2017a). AUSTRAC claim that CBA failed to comply with the AML/CT Act (2006), on 53,700 occasions (AUSTRAC, 2017a).
Deutsche Bank’s Fixed Income Research Group was an internal R&D department for fixed income instruments. One of the group’s primary activities was relative-value. Relative-value groups look for yield curve trades to pitch to clients as well as for their proprietary trading desk. Their mandate was to search for untapped value across bond markets and interest rate derivatives. For the group, one way to find relative-value trades was to compare the prices of traded securities against the prices that the group thought the securities should trade at. The group developed their own proprietary yield-curve model, which was based on three factors: inflation, output gaps, and short rates. After estimating the variables of the three-factor model, the
Introduction Pramuka Savings and Development Bank (PSDB) was incorporated in 1997 as the first private savings bank in Sri Lanka. Mr. Rohan Perera was the founder of Pramuka Bank and was the founder and chief executive officer of Seylan Bank previously. After resigning from Seylan Bank, Mr. Perera applied for license to incorporate a commercial bank from Central Bank Sri Lanka. But Central Bank only gave license to operate a Savings and Development Bank. But that was also a debatable topic.
Askari Bank’s Organizational Design is bureaucratic because it is principally owned by the army and its working methods are directed by the board members of the bank.
Historical function of the investment banks in Malaysia. Discuss the function of banks as early as in the 50s-60s and make comparison with the 70s & 80s as well as what is new in the year of millennium.
Central Bank is the main important institution that playing roles as the center of the financial system which have functions to control a financial stability and monetary stability in the country. Whether the financial system is running well or there might be happened a trouble while organize the financial system, all of that and all the activities related to financials are fully a responsible of Central Bank in each country.
In this case study it was stated that there were a problem happen in the outsourcing for the Royal Bank of Scotland. What happen was there were an error that happen during the routine software upgrade that cause million of that bank customer cant access to their account. The error happen when one junior technician in India was accidently wiped all the information during the routine software upgrade. The member of staff that was working under the program for the Royal Bank of Scotland, NatWest and Ulster Bank and it was based in Hyderabad, India.
Training and development is essential to employee’s retention, loyalty and overall satisfaction. When employees feel there is opportunity within a company and diversity leading the way employees pride and productivity is enhanced.
Education: broader content of employee development over the working environment. This could be related business and managerial programmes such as Business Administration course or MBA. Such education is specified by ...