Human Resource Management involves a number of activities that revolve around management of employees. The department’s main objective is to ensure that the employees are treated fairly to improve their satisfaction and productivity. Some of the ways human resources achieves this objective is through compensations and other privileges entitled to employees among other things. This report offers an illustration of human resource management at a local bank branch and gives recommendations on the management of employees.
The local bank offers employees with non-financial incentives other than their salaries. According to the responses from the employees and part of the bank’s human resource team, the local bank offers employees the opportunity for soft loans which they return after longer periods and with no interest on top. Further to that, the bank sponsored their employees to holidays in the company of their spouses in what they dubbed “taking a break from banking”. The employees had a lot of pleasantries at the holiday which was organized once every year. Further to that, the employees got the opportunity to interact with colleagues they do not meet often due to department boundaries and commitment at work.
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In regards to improving employee skills, the company had installed a new management information system and all employees had been taken through the system through training to learn the new skills. This gave the bank workers a chance to learn skills they otherwise did not have. Further to that, the company offers constant internet connection at the bank which employees can access to conduct researches and answers to queries about how to tackle certain situations at the place of work, this is another chance that gives them the opportunity to learn new skills at work.
On the question on whether the bank management encouraged industry advancement of the employees, a good number of the workers somewhat agreed. The bank, through its management encouraged the employees to constantly seek further education and advance their career ability and power. This is a show of support. Additionally, the managers made it a policy to allow workers at any given time to seek study leaves and seek further studies. For instances where the employees attended classes on part time basis, the management allowed them to leave work earlier than others so as to find ample time for their studies.
The employees somewhat disagreed to the question as to whether they have advancement opportunities at work. In their response, the employees hold the thought that promotions take too long to be achieved because most of top level managers are transferred from other branches of the same bank. The employees think that even though, the bank allows them to study and seek career development opportunities, very few of them get to be promoted to higher level of management. Additionally, most of the top level managers have been with the bank for a long time and that do not give the employees any hopes of advancing within the same bank.
The employees somewhat agreed to the fact that the bank offered poor incentives to them. Despite the fact that the bank management offered non-financial employees, the employees thought that the bank was using old incentives and such which have been used for a very long time and needed to be revised. Additionally, the bank did not ever ask them about incentives and their opinion of what they expected. Some employees never liked the idea of a holiday and wished it was replaced with something more personalized like giving shopping vouchers to them. There are those who never went to the holiday because they did not like it anymore.
In conclusion, it was found that the human resource uses different methods to motivate the employees. Some of the highlighted methods include holidays, training, and opportunity to advance studies. However, the employees felt the bank did not give them the opportunity to advance their careers. Overall the human resource has achieved in making the bank a safe environment for the employees.
