A discussion of the strategic management of human resources.
Written in 2007; 2,910 words; 6 sources; APA; $ 86.95
Paper Summary:
This case study discusses the process of organizational change in a bank. The paper describes the specific steps taken in order to manage this change. Two types of change are described and detailed, and the role of human resources in managing the change highlighted. Specific HR strategies are explored such as knowledge management, resourcing, learning and developing and reward and recognition.
From the Paper:
"Recruitment and selection: The Bank promotes selection at all levels, uses psychological tests and other procedures in order to attract an retain the most qualified people. In other words, the strategy is characterized by "sophisticated recruiting at all levels" (Miles and Snow 1984 cited in Ahmed, Ullah & Uddin, 2006). It has been acknowledged that companies pursuing a differentiation strategy (as it is the case with Macquarie Bank as well) "emphasize on innovation, which requires a high degree of creative behavior, a greater degree of risk taking and a high tolerance of ambiguity and unpredictability" (Ahmed, Ullah & Uddin, 2006, p. 23). Under such circumstances external sources of recruiting will always remain important. On executive positions recruiting from the inside is recommended. On entry level positions fresh graduates are recruited. Interview, psychological testing and written tests are followed by a 4 weeks induction period after which a performance appraisal follows."
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