Balanced Scorecard of Maybank

The progress of CMC will be measured using dashboard and balanced scoreboard tools. This will allow the team to see where we are making progress, and what areas need improvement. Through this measuring and monitoring, we will be able to adjust the strategic planning as necessary for continued success of CMC. The projected results in the short term will be a slow and steady rise in net profit. The long term projected results have the optimal results of a net profit of over $60 million by the year

Recruitment and selection is the process that organisations use to attract potential employees and then choose the best person for the job.

In general, the different arguments from different scholars are critical in enhancing further understanding of the issue of recruitment and selection. From the different arguments advanced in this article a number of gaps are identified that foster the need for further research in this field of study. The information derived from the respective scholarly works are also valuable in the sense that they help the research answer some of the research questions for this study and identify

This report identifies and assess factors that affect an organisations approach to both attracting talent and recruitment and selection. It also identifies and explains benefits of attracting and retaining a diverse workforce, describes methods of recruitment and methods of selection.

At Bank of America we are looking to deliver what the customer wants. We believe that there are five pillars. They are easy to use, clear, and straight forward banking, friendly and knowledgeable associates in the community, reliable products and services, security and accessibility. These tools will help our customers feel in control of their financial decisions. To make sure that this commitment is communicated we will market through mass media, associates, print ads, and radio. We have also switched the way we will target the customers. The customer will fall into three segments. They are Mass Market, Mass Affluent, and Small business. This will assure that we are delivering the

Moreover, return on equity, gross profit margin and fixed asset turnover are also improving over the period demonstrating the overall good health of the business. Finally, percentage of sales growth is improving over the four years period and as Mr. Maris said “the company will continue to grow in the foreseeable future”

It is important to recognize which areas need to be improved and how to improve them. It is important to now to change things drastically as well. Overall we still stick with the same goal of increasing our sales and decreasing our costs.

The bank plans to accomplish this vision by not being the biggest but instead being the company of choice. FirstBank will build and expand relationships, always be responsive to customer needs, and expand service areas to offer the best products and services. The bank will work together as a team and will manage, lead, and communicate

* Current policies are also progressive and the company is continuing its expansion. This expansion will increase the profitability on regional basis.

According to Bank of America, they’re focusing on creating real, meaningful connections with individuals, businesses and communities to help them connect with what matters most. Bank of America is proud to partner with 57 million customers, bringing them skills and expertise, to help make their financial lives better. (Bank of America company overview, n.d). These ideas and objectives are further exemplified through Bank of America’s mission and vision statements, as well as its objectives

In addition to staff growth, we plan to focus on revenue and earnings growth. The financial performance reflected in our first four quarters of operations is indicative of what we can expect for future financial performance trends. As indicated in the Financial Highlights section, we can have strong financial performance if we remain focused on our marketing efforts and maintain sufficient staff to service our customers within a timely manner. Our primary objective is to develop a marketing team with a sole focus on promoting our services to ensure financial consistency and growth.

The recruitment literature according to Breaugh and Starke (JoM, 2000) had been bombarded by criticisms for the lack of substantiated research materials and unanswered questions. The Handbook of Industrial and Organizational Psychology by Guion 1976, devoted one chapter only about recruitment process despite the numerous studies published during 1976. There were questions circulating in the recruitment literature which failed to address the key factors

This assignment provides an introduction into recruitment and selection in businesses as to why they recruit, how they recruit and what types of recruitment there are. In order to support my statements and give real life examples of how this recruitment and selection theory links into real life, I will also be speaking of how two major, international organisations (Tesco and Enterprise Rent-A-Car) carry out their recruitment and selection process to make sure they have the right candidates for the right job. I will also be investigating how both, Tesco and Enterprise Rent-A-Car, make the most of recruiting people that already work for them to do a different job within the organisation to retain staff as much as possible, while filling any gaps in Human Resources with people from outside of the organisation. Throughout the report it can be noted how all recruitment and selection processes within an organisation are always though over in such a way that will make the company make the most profit and spend as little as possible in the Recruitment and Selection process as possible, especially that the Recruitment and Selection process can be very costly.

The mission of M&I Bank is based on the Golden Rule. M&I Bank believes in treating its customers, employees, shareholders, and members of the community, the way that they would like to be treated. If M&I Bank is going to thrive, it must assess its threats and recognize its opportunities for success. As the bank looks for opportunities to gain market share in the affluent segment and by cross-selling current clients, there are five ideas that I think M&I Bank should consider to order to enhance its organizational capacity. The recommended objectives include focusing on diversity and inclusion, skill assessment, leadership development, a teachable point of view, and collaboration.

Recruitment Plan: a comprehensive strategy outlining the techniques for attracting a wider and diverse pool of highly-qualified candidates