Case Study Of Barclays PLC And Lehman Brothers

Abowd, J. M., Milkovich, G. T., & Hannon, J. M. (1990). The effects of human resource management decisions on share. Industrial & Labor Relations Review, 43(3), 203-203. Retrieved from http://search.proquest.com/docview/236272907?accountid=32521

A decade ago the Lehman Brothers were the fourth largest investment bank in America. Dealing with Investment banking and investment management, the Lehman Brothers was one of the largest global financial service providers. Consequently, the subprime mortgage crisis left the company filing for the declaration of the chapter 11 bankruptcy protections, due to the unnecessary undertaken risk and obnoxious negligence accusations directed towards the group. Companies should utilize observational and analytical pundit functions in identifying the presence of crisis situations to avoid an economic downturn in the business (Pontell, 2014). The fraud would have prevented through stronger and better internal controls, which

Gómez-Mejía, L. R., Balkin, D. B., & Cardy, R. L. (2016). Managing human resources (7th ed.). Harlow: Pearson.

Pricing is a pertinent issue in procurement and acquisition in organizations. Consumers buying the commodities of an entity should get clarity on pricing related issues. There is uncertainty in Pro

In this part of the assignment I am going to be researching the economic factors of Barclays as a business.

For many years, the department of Human Resources has been associated with the hiring and firing arm of a company. As the need shifted to acquiring, managing and developing the most important assets, the role and activities of the department of Human Resources has become even more important within organizations that desire to

Schuler, R. S., & MacMillan, I. C. (1984). Gaining competitive advantage through human resource management practices. Human Resource Management, 23(3),

The additional assessments of short, medium, and long term outcomes provide the bank with a way to align outcome measures with talent management strategies and to determine which practices and processes are reinforcing the strategy. The identification of these assumptions also helped to shape the vision for the future integration of talent management. The assumption of internal coordination and integration had always been an explicit goal. (Goldsmith and Carter, 2010). Stating it as a necessary precondition to achieve the organization strategy increased the awareness of some of the difficult challenges, such as tricky coordination, gaps, redundancies, unstated or unclear requirements and other common problem areas. As a result, the logic map became the foundation of a business case to improve the overall talent management process and key practice areas. For example, one of the metrics in the health of the bench index relates to the quantity of external talent flowing into the bank. This metric is presented in the context of potential causes and the impact on other strategic metrics, such as the ability to build innovative products. (Goldsmith and Carter, 2010).

On September 15, 2008, Lehman Brothers filed for bankruptcy. With $639 billion in assets and $619 billion in debt, Lehman 's bankruptcy filing was the largest in history, as its assets far surpassed those of previous bankrupt giants such as WorldCom and Enron. Lehman was the fourth-largest U.S. investment bank at the time of its collapse, with 25,000 employees worldwide. The consequences for the world economy were extreme. Lehman’s ' fall contributed to a loss of confidence in other banks, a worldwide financial crisis and a deep recession in many countries. Lehman 's collapse roiled global financial markets for weeks, given the size of the company and its status as a major player in the U.S. and internationally. Many questioned the U.S. government 's decision to let Lehman fail, as compared to its tacit support for Bear Stearns, which was acquired by JPMorgan Chase & Co. (JPM) in March 2008. Lehman 's bankruptcy led to more than $46 billion of its market value being wiped out. Its collapse also served as the catalyst for the purchase of Merrill Lynch by Bank of America in an emergency deal that was also announced on September 15.

The practise of Human Resources is moving from the traditional forms of managing people to a more strategic form whereby the Human Resources function is closely linked with organisational performance and success. This strategic form of human resources has increased the need for the Human Resource professional to understand the linkages between Corporate Strategy, Human Resource Strategy and Employee Integration.

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

Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)

Here we see a failure of the board to look at management critically. They accepted only the information presented to them by the CEO and did not demand a better picture on the state of RBS’s business in mortgage trading even while the CEO’s story seemed to constantly be changing. The board exists as a watchdog to the executive management yet nothing was done to hold the CEO accountable to the truth.

Barclays is known a consistent performer delivering steady profitability results, 20% increase in profit before

Aberdeen Asset Management plc (for the purpose of this report I will refer to the company as Aberdeen) is an international investment management group that manages assets for third parties; institutions and individuals (p.2, MarketLine Company Profile, 2015). Aberdeen is an extremely large firm and results from the last financial year showed net revenue of £1,117.6m and a pre-tax profit of £324.4m (p.1, Final Results 2014, AAM Plc). The group employs over 2,600 members of staff, in 33 offices across 25 different countries around the world, with its headquarters based in Aberdeen, Scotland (p.4, MarketLine Company Profile, 2015). The company has seen rapid growth since it was founded in 1983 through acquisitions and internal growth. In 1991 it began floating on the London Stock Exchange under the name Aberdeen Trust PLC (p.5, MarketLine Company Profile, 2014). Fig. 2 shows how the success of the company is reflected in its increasing share price since floatation, earning it a place in the coveted FTSE 100 Index in 2012 (Our History, aberdeen_asset.co.uk). The firm is authorised and regulated by the Financial Conduct Authority (FSA) in the United Kingdom jurisdiction. Aberdeen is a public limited company (plc) which means it has limited liability and its shares may be freely sold and traded by the public, Fig 2 shows the fluctuation of the share price in recent years. The current market capitalisation of Aberdeen, which is calculated