An Interview With The Bank Of Mongolia Essay

Human resource departments today have a more distinct, calculated position within organizations, and human resource strategy influences the bottom line. “One of the challenges for HR leaders is convincing executive leadership teams that human capital is one of the most important resources in which the company can invest” (Mayhew, 2014, p.). Subsequently, “this return on investment is an essential part of the argument for including HR as part of an overall business strategy” (Mayhew, 2014, p.). Human resource departments utilize the information given to them from company executives and leaders, coupled with their respective expertise on all things personnel, and they plan and implement staffing concerns for the betterment of the organization. From preparing job analysis, to comparing inventory and forecasting, it is the responsibility of human resources to consider the objectives of an organization and fulfill those goals while operating the specific planning relative to HR.

In an era of organizational flux due to competition and globalization, companies and employees are faced with constant change. Leaders must be able to adapt to change as the environment shifts. HR has been known as the organizational change agent, administrative expert, and employee advocate. More recently they have been regarded as business strategic partners for many organizations. In order to be successful and remain competitive in today’s market, Human Resources (HR) must be considered a strategic partner if an organization wants to flourish. Top executives today commit significant resources to ensure that their company’s functions are capable of rapid change and achieving their

The regional vice president has currently resigned at Central Bank in Toronto and they need another person who will be just as effective and productive as he was. Three potential candidates have been short-listed. One candidate being selected internally, the other two externally. All three candidates are highly potential for the position, making it a difficult decision for human resource management to select the right one. The expertise and credentials of each candidate are evaluated throughout the paper, to help ensure that the right decision is made.

I am very interested in a career field in Human Resources. For this paper, I interviewed Lillian Mannino who is a Human Resource and Personnel Manager at the UC San Diego Graduate School of Global Policy and Strategy. As a manager, Lillian serves as the link between the graduate school’s management and its employees. She is in charge of overseeing recruitment, employee relations, policy development, payroll, and benefits. Personnel management is a special branch of management that is focus on the concerns of employees at work and their relationship with the organization. Her educational experiences consist of a bachelor degree at UC San Diego in Management Science and a professional Human Resources certificate from UCSD Extension. She has been working in the academic administration for almost ten years and earned her current position as manager through climbing up the ladder. She started off working in this field as a student affairs officer then was promoted to an administrative specialist. Her prior work experience paved a path for her to build up professional experience as well as a solid network within the UCSD administrative system.

Although, they are not identical, Kindred and Humana use varies avenues to ensure the right employees are selected to help maintain each organizations visions. The purpose of this paper is to explore the process used by human resource managers (HRM) to ensure the right employees are selected.

This essay’s purpose is to write my personal experience of my visit to The Federal Reserve Bank. After Professor Berch has announced the details for this tour, I searched the website of the bank to plan my visit. There were 10 available spaces and I thought why not bring my family members. I got four tickets including me, my mom and my two sisters.

People are biggest asset for every organization and, therefore, to draw, motivate, and preserve the most skilled employees and assign them to jobs for which they are exceptionally well suited is a responsible job for human resource. Therefore, human resources management is done in all type of organizations. Profound management of people is equally indispensable in success of organizations as the sound management of production, finance, and other operations. The human resource management field postulates the infinite diversity of people and their dynamics (McKenzie & Traynor, 2002). To get into this career field, one must have the required education degree by completing many different courses, and have the experience along with skills and

A solid career history in financial services, from leading front-offices to support functions in the Global Banking Industry, displays the ability to take on leadership roles on critical projects and work with senior management. Moreover, a background proved to be instrumental in working with Business leaders to implement the required regulatory changes and compliance transformation through the front office process. Holding a strong knowledge of economic sanctions, political, financial crime, corruption matters particularly in LATAM regimes.

“ Our mission is to be a Premier Bank in the Asia- Pacific region, committed to providing Quality Products and Excellent Customer Service.”

I choose this job posting because it is an organization I have worked at as a teller since November 2013 and after I left for UNI I have worked there every Christmas and summer break. So, I have a good idea of how management operates, their formal structure and design, and their culture. I have always enjoyed working at CUSB Bank but have never analyzed my person values against theirs and I would like to see if I would actually make a good fit for a career.

Human Resource management has a high impact on the overall organization being managed. HR management makes certain that human talent is used successfully and resourcefully to accomplish organizational goals. As an organization core competency, human resources has distinctive competencies that generates high value and sets apart an organization from competitors in areas such as productivity, quality and service, employee skills, and innovative changes. HR management activities can be grouped into categories which include strategic HR management; equal employment opportunity; staffing and talent management; compensation and benefits; and employee and industry relations. This paper will

The field of human resources (HR) plays a critical role in the performance and success of organizations. As organizations have become increasingly more complex, the effective management of HR has become even more important. The traditional perception of HR as only an administrative office is no longer valid. Instead, contemporary HR is directly involved with the internal organizational structure, business operations, and variety of functions carried out by employees on a daily basis (Reed & Bogardus, 2012). HR functions impact the organization’s strategic planning, improvement processes, and goal achievement. Six core bodies of knowledge provide the foundation for all of these HR functions. These areas are: strategic

A rapidly changing business environment due to technological changes and the impacts of globalization has resulted in shift of human resources paradigms (Khan, 1997). In every organization

Central Bank (“CB” in the following text) is selecting candidates from both internal and external sources. The first candidate has worked for CB since 1998. Including her in the final list could show CB’s concern for employees’ career development. The second candidate is selected from internal referrals. A CB’s senior vice-president referred Scott Warren. They were colleagues at Regional Bank, so Warren’s performance at CB is more predictable. The last candidate is recommended by a headhunter, which enables CB to get access to a broader labor force market. By enlarging the labor pool, more options are available for CB. At the same time, CB proved its protection of human rights. There is a woman among the 3 final candidates, which disproved the “glass-ceiling” term troubling most women in the society (The Economist, 2015). Hence it once again confirmed its mission to let everyone achieve their best.

Mrs. Saroja koirala is a Human Resource Manager for 16 years in Nepal Bangladesh Bank. As interview via video conferencing with Mrs. Koirala, NB Bank headquarter in Kathmandu, Nepal, has over 500 permanent employees and 100 temporary employees in their organization. Her duties and responsibilities is to propose the management team how to deliberately manage individuals as business assets. This incorporates managing recruiting and hiring employees, planning employee’s advantages and recommending training and development policies. She prompt directors and chiefs how to relegate workers to distinctive parts in the association, in this way offering the association some assistance with adapting effectively to its surroundings. The reason I talk with Mrs. Koirala is because of enrollment being one of the regions inside of Human Resources that I locate the most fascinating. While in the interview I concentrate on part as a selection representative, enrolling procedure, advantages and pay and training and development.