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Posts Tagged ‘Motivation’

The highest motivations for training

Category: Bank Management

The second thing that is a must, is to insure the highest motivations for training. It can, moreover, be a precondition in order to increase turnover and/or to be able to charge higher course fees. In fact, since the introduction of course fees for bank training in C.I.S. countries, there have often been less managers […]

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.

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).

Criticise an example of a past common compensation policy in western European banks

Category: Staff’s Motivation

Common characteristics and evolution trends of past compensation policies of western European banks Base rates used to be established through collectively negotiated agreements and fixed according to conventional structures, in a rather rigid manner (codified system of scales).

Compensation, wages and salaries. Comparison of compensation policies

Category: Staff’s Motivation

The main factors/elements of a compensation policy There are five key elements in good compensation plans for banks: