Business – Banking – Management – Marketing & Sales

Archives for the ‘HRM’ Category

Criteria to take into consideration for career decisions

Category: Staff’s Motivation

To make a choice between candidates, one has, mainly, to take into consideration the following factors: – long past professional experience and, particularly, knowledge of the bank, the way it works and its organisational culture,



The three ways of career evolution: Promotion, Transfer, Demotion

Category: Staff’s Motivation

Promotion A promotion is a move of an employee to a job within the organisation, which has greater importance and, usually, higher pay. Frequently the job has higher status and carries improved fringe benefits and more privileges.



The emerging differentiation of the careers

Category: Staff’s Motivation

European banks’ new practices concerning career management are, more and more, characterised by:



Historical pitfalls concerning career management within European banks

Category: Staff’s Motivation

Presentation of the European banks’ traditional practices In many of the retail banks from western European countries, career management was characterised by:



Performance appraisal and coherent subsequent decisions concerning compensation

Category: Staff’s Motivation

Assessment and remuneration



Differentiation between wages and motivation: the different types of salaries linked to performance

Category: Staff’s Motivation

In most western European banks’ remuneration policies, flexibilisation and performance related pay are more and more widely introduced, to increase employees’ stake in the business. They favoured some kind of variable system and performance related pay plans.



How to set up on-the-job trainings?

Category: HRM

General recommendations for successful on-the-job training If on-the-job training is to be efficient, it must be organised and carried out on the basis outlined below:



Management involvement in the personnel training and skills upgrading

Category: HRM

How management contributes to staff training



The three kinds of learning objectives

Category: HRM

Training aims for the three possible outcomes: – the acquisition of facts and data (knowledge) – the ability to perform certain acts (know-how) -the capacity for attitudinal and behaviour change (outlook)



Training needs and objectives

Category: HRM

Training needs analysis Training should always meet a need. Otherwise it is not efficient. The need arises from a problem situation involving skills, which may be defined as a “skills gap” (the gap between actual and desirable skills).





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