Laura Scott
Professor Rothman
Enterprise Risk Management
March 16, 2014
Assignment #1
Fidessa Group, plc. was founded in 1981 under the original name of “Intercom Data Solutions” which later in 2000 renamed itself to “royalblue Group, plc.” operating under two trading platforms “royalblue Technologies” and “royalblue Financial”. In 2001 the company dissolved its “Technologies” division and concentrated wholly on the financial aspect. With the company’s principal focus now on the trading platform, in April and May of 2007, Fidessa LatentZero (buyside) was rebranded and Fidessa Group, plc. was established.
Fidessa Group, plc is a UK based company that provides technology service & software solutions to financial intuitions. The main components are personalized trading systems that are designed for each customers need and business. Fidessa also provides support and services to the buy side and sell side financial markets, along with market data reporting. While Fidessa is headquartered in Woking, it has a global presence. Serving London, New York, Chicago, Boston, Tokyo, Hong Kong, Toronto, San Francisco, Belfast, Singapore, and São Paulo to name a few. (Fidessa.com) Fidessa is a software vendor who can provide its customer with worldwide market access connections under a global network.
After review of the 2012 Annual report my risk assessment is Fidessa’s risks are the same for 2013. Risk Categories: Financial, Technology, Legal, Operational, Credit, People, Regulatory, Strategic, and Currency. Please see attached for risk indicator and definitions, End to End New Business process review and Priority Risk tier review.
Fidessa invests its cash assets in positive performing financial intuitions in diversified account...
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...and promote retention. The key is to motivate and develop to avoid the risk for turnover.
In the event of regulation changes Fidessa may face the risk of delinquent or slow pay accounts. This could impact Fidessa’s cash flow. This may also create the opportunity for new products or services due the regulation change.
If the current strategic plan is not in line with the current market, Fidessa will be unsuccessful in competing in the market place. They run the risk of not having a well thought out contingency plan.
Because Fidessa is a UK based company all earning outside of the UK are managed from there. “The currencies giving rise to the risk are primarily US dollar and Japanese Yen. The revenue is split 47% in US Dollars, 36% in Sterling’s 8% in Japanese Yen and 9% in other currencies.” Fidessa.com 2012 Annual Report 2012 pg. 15
Being aware of recruitment and retention strategies is a must for a nurse manager. As leaders, we must take the time to invest in our future nurses by utilizing evidence-based practices to ensure our profession thrives and can continue to provide safe, high-quality care to our patients. Being aware of recruitment and retention strategies is necessary in this ever changing world of healthcare to ensure we have competent nurses to carry us into the future.
Investopedia.com - Investopedia.com - Investopedia N.p., n.d. Web. The Web. The Web. 28 Mar.
Employee retention strategies help organizations. They provide effective employee communication to improve commitment and enhance workforce support for key organization initiatives. Retention strategies build customer loyalty by distinguishing and positioning an organization’s unique products and services in today’s crowded marketplace.
A review of employee motivation theories explains the retention and behavior of an employee within the organization. Throughout this essay, I will provide you examples of SAS inc, and how using employee motivation theories can help you succeed. Why is it necessary to keep employees? Fitz-enz (1997) stated that the average company loses approximately $1 million with every 10 managerial and professional employees who leave the organization.(Sunil Ramlall, Book)
Based on what I learned in Chapter 10, interventions that I would make to reduce management turnover would be to include various and multiple strategies for promoting employee job satisfaction and commitment. What this means is that organizations today are concentrating on retaining good employees, so motivational techniques play a big part in an organization’s success. Turnover is time consuming and costly. I have never understood the purpose of the “revolving door” at some of the law firms that I have been employed other than a dysfunctional management. As Barry Schwartz stated, “society needs to be mentored by wise teachers.” (Ted2009).
Keeping a high turnover rate, companies will continue to lose money until they decide to deal with the issue. Through some adjustments and implementations of the programs to lower turnover rates, the company can see a significant change in their costs and what they might actually save.
Employee Retention – How to Retain Employees - Small Business - WSJ.com. (n.d.). Retrieved April 8, 2014, from http://guides.wsj.com/small-business/hiring-and-managing-employees/how-to-retain-employees/
With the acquisition of Q&R came new management and policies. One of the factors that hindered the progress of the transaction was the six months of paperwork that had to be carried out in order to see it through. If this same project were to proceed within FleetBoston, Siebel could face significant delays which could allow their competitors (namely Oracle) to catch up.
Its organisational structure is quite simple. The company is headquartered in Austria (Fuschl am See) and it has a regional head office in each country that it operates in. It adapts the global sales and marketing directives from its head office to the local consumer and market.
...7). Retaining is Draining: Motivating Student Employees to High Performance and Longevity. Staff Development, 5(1), 93-101.
Struyk, R. J. (n.d.). Motivating staff for higher productivity and increased retention. Retrieved May 31, 2011, from http://www.urban.org/uploadedPDF/410454_managing_think_tanks_CH02.pdf
Employee satisfaction is undoubtedly the best predictor of employee retention. A job environment consisting of good working relationships usually fosters employee satisfaction. Employees feel motivated as they believe that the company is appreciating their service and commitment. Job satisfaction results in employee retention. Employee retention could be defined as the length of time employees stay with the organization.
673), retention management must be based on three types of turnover, voluntary, discharged, and downsizing. Not all businesses are freighted by turnovers, for some it is the way of life and cost is built into the budget. However, for others any type of high turnover can be detrimental for company profit, employee wage and benefits offered. First, let’s take a look at voluntary and involuntary turnover that affects retention. Voluntary turnovers are caused by many different reasons. Turnover may result from topics such as job dissatisfaction, job mismatching, knowing that job opportunities are plentiful. Two reasons that I will discuss more are micromanagement and employee loyalty. Like stated before in the introduction, when employees are dissatisfied, possibly due to being placed in an area that doesn’t fit with their skill set, one is more likely to seek new employment. Another part of turnover is discharging and downsizing. Discharge is just that, members being discharged due to discipline and job performance. While downsizing turnover is a result of business being overstaffed (Heneman III, Judge, Kammeyer-Mueller, 2015, pg. 675). There are also other reasons for voluntarily employee turnover, such as generation differences when it relates to employment. The current generations are more likely to see a job as one piece in their life puzzle rather than as the first, indispensable anchor piece without
It is becoming difficult for the company to hire more and more people and retain the best and the brightest of them.
In 2002, SEC posted net profits of $5.9 billion, on $44.6 billion in sales, and as a result in 2003 became “the most widely held stock among all emerging market companies”. Unlike other companies who chose to outsource their manufacturing process, SEC remained committed to its core competence, manufacturing (Quelch & Harrington, 2008).