Bank of America is a corporation that employs over 175,000 associates that provide financial products, services, ideas, and solutions to customers in the United States. The Global Corporate and Investment Banking group (GCIB) has offices in 35 countries serving clients in more then 150 countries, with associates in all of the Americas, Europe, and Asia (Anonymous, 2004). Choosing the most qualified individual may seem like a daunting task. Bank of America’s policies and procedures for hiring associates provide a solid foundation for acquiring the best talent. With standard policies for interviewing, all individuals are subject to the same questioning. There is diversity within large number of associates the bank employs. Globalization in the business world is a necessity and corporations must increase the sensitivity levels when attempting to recruit new talent. When attempting to acquire new talent, Bank of America encompasses a wide range of staffing practices and selection tools. In response to diversity and technology trends, Bank of America’s staffing practices are effective in meeting current and future employment needs of the organization.
Bank of America’s multicultural supplier and development program began in 1990. The program increased the amount of quality products and services the bank obtains directly from businesses owned by minorities, women, and veterans with disabilities. Helping diverse businesses grow through contracting opportunities and bank products allows Bank of America to grow at the same time. Within the bank, new computer-based diversity training Bank of America’s staffing department works closely with various state and local agencies to provide people with disabilities equal access to the company’s may employment opportunities. Dozens of agencies within the community that handle an applicant pool of individuals with disabilities receive a listings of open positions and job postings from Bank of America. The personnel department developed relationships with certain organizations that provide vocational services that cater to individuals with disabilities. Companies like Bridges, Toolworks, and Easter seals all maintain a healthy relationship with Bank of America in order to develop ongoing relationships that assist in the hiring of individuals with disabilities. Departme...
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...ng free of charge, executives and associates have incentive in wanting to be a part of Bank of America. Technology will change and Bank of America’s hiring process will change along with it. Planning for years to come, the bank devotes a lot of time and money into using and developing technology to acquire and retain the best possible talent.
In conclusion, Bank of America must follow certain business trends to stay ahead of competition. With diversity and technology, the bank devotes different departments in assuring the best talent joins the bank. Different types of research for future staffing practices assure that trends do not outdate Bank of America’s selection tools. Using different technological tools and diversity training makes the bank one of the leaders in recruitment. Strong relationships between staffing and personnel, as well as detailed selection tools, are examples of devotion to excellence.
References
Anonymous. Retrieved February 24, 2005 from Bank of America’s local intranet.
Anonymous. (n.d.) Outreach and Recruitment Activities. Retrieved on February 24, 2005 from http://www.cablen.org/bestprac.htm
Planning Currently, the Manager of Operations and Human Resources in each store is in charge of planning, recruiting, and initial screening (Kammeyer-Mueller, 2012). The owners of Tanglewood want to establish a central planning body in staffing to sustain efficiency while preserving the unique qualities of the organization (Kammeyer-Mueller, 2012). Corporate responsibility to project employment gaps for each store would be an overwhelming task. This responsibility will fall on the Assistant Store
Concept 3-.Safe staffing: This concept is taken from ORGANIZATION,PLANNING & STAFFING module no.10 and basics of staffing ,entitled as ‘introduction to staffing’. Safe staffing means that, an appropriate number of staff,with a suitable mix of skill levels,is available at all the times to ensure that hazard-free working conditions are maintained. The term Staffing relates to the recruitment, selection, development, training and compensation of the managerial personnel .Manager of each level is
STAFFING According to business dictionary 2016 staffing is defined as the selection of individuals for specific job functions, and charging them with the associated responsibilities. Staffing is a vital part of human resource management. It eases procurement and placement of right people on the right jobs. (Yourarticlelibrary.2016) Staffing is the process of hiring, positioning and overseeing employees in an organisation. It is also the selection and training of individuals for definite job functions
Core Staffing Activities Recruiting, selection, and employment are the main core staffing activities and are made possible by using the information found in the support activities. Core activities begin with reaching out to possible applicants and ends with the candidate accepting the job offer (Heneman III, Judge, & Kammeyer-Muellar, 2012). These activities put to practice the information in the support activities. Recruiting. In centralized organizations, alls recruiting is done by one group
Importance of Staffing in Organizations Staffing has been an important aspect in all types of organizations’ development. More and more companies have noticed a good staffing plan could increase productivity and reduce operation costs in terms of lower turnover rate and transition costs. Good staffing could be able to minimize cost in order to maximize profit, because it could assist the company to stay more competitive within the industry. According to the definition by Dr. Green, “staff is
are Staffing, Planning, Organizing, Controlling and Leading. My philosophy for management is M.C.O (Motivation, Customer, and Open-door policy). The M.C.O philosophy demonstrates what is truly important in Management; customers and happy employees. The function of staffing the organization structure and keeping it manned. Staffing has a greater importance in the recent years due to advancement of technology, increase in size of business, diversity of human behavior. The main goal of staffing is to
Global Staffing Strategies A rational and practical approach to recruitment in an organization is offered when using staffing strategies to guarantee the effective association connecting strategic and human resources planning, which mirrors the company’s values and vision. The organizations goals influence the staffing strategy, which in turn influences the outcome. The staffing strategy provides the outline for key decisions regarding staffing the company, and a framework for all human resources
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The WidgetMaker ‘s Executives Team From: The Human Resources Manager Regarding: Staffing Strategy This memo is submitted to recommend staffing strategies for the large company; in addition to the small company; recently, acquired. The business objectives; as well, as the staffing strategies are very different for the two companies, but HR department will maintain the purposes of both firms and assure that staffing strategies are promote, effectively. Pfeffer (1994) stated, companies with the
Edition. London: Thomas Learning, 2004. 8. Francesco, A.M. International Organisational Behavior. Prentice Hall, 1998. 9. Harris, H. & Brewster,C. “The internatioanl journal of human resource management.” The coffee-machine system: how international selection really works 10, no. 3 (1999): 488-500. 10. Johnson, G. Scholes,K. Whittington,R. Exploring Corporate Strategy: Text & Cases. Italy: Financial Times Prentice Hall, 2008. 11. Permultter, H.V. “The tortuous evolution of the multinational corporation
Management (SHRM) toolkit, written on December 21st, 2015, Practicing the Discipline of Workforce Planning, “workforce planning is the process an organization uses to analyze its workforce and determine the steps it must take to prepare for future staffing needs (SHRM, pg. 1).” Workforce planning was discussed in several courses I have taken at ISU, most prominently MQM 323 and MQM 221. There were three different ways in which I helped with workforce planning which was analyzing the open position report
that good temp agencies do much more than find "bodies" at short notice. The best agencies can show you how to use flexible staffing to improve productivity. The Dramatic Rise of the Temp Agency The temp agency is an essential service because businesses need flexibility. They need to be able to fill positions at short notice, for short periods of time. The flexibility in staffing that temporary workers give a company has proven to be so valuable that the number of temps has continued to rise over the
8. Staffing, (M10) Staffing is the step by step practice of knowing absolutely well the precise statistics and a suitable combination of personnel accessible to meet the day-to-day unit essentials and structural goals. Staffing is said to be the process that appropriates the number and blend of staff with the hope to provide well-organized and operational care thus increasing efficiency while decreasing tension, misperception, wastage and other undesirable outcomes at various places of work. It can
contingent workers and it showed several things about their recruitment and management style; 1. The Managers at the staffing agencies ended up being involved in the implementation of some of the Human Resource functions at the company. The managers ended up being responsible for the screening and recruitment of the new contingent staff. The HR Managers had to work very closely with the staffing agency managers to build a cooperative business relationship. 2. You have two different groups of people, contingent
Many of the job qualifications for staffing the Daycare Center are required by the state, in order to be in compliance with regulations governing child care facilities. The Certified Daycare Provider is required at minimum to have an Associates Degree in Early Childhood Education or Child Development, though a Bachelor’s Degree in those fields is preferred, it is not required. In addition to the afore mentioned, candidates must also have state certification in childhood development, be licensed