1月 27, 2021

澳洲论文代写:评估人员和人力资源实践

澳洲论文代写:评估人员和人力资源实践

为了留住和管理人才,花旗银行努力通过每月的员工计划来激励和奖励员工。有些是强制性福利,如社会保障和保险覆盖。其他可选福利,如带薪休假、培训和退休计划,都是根据这些员工的表现提供的。公司有足够的员工实践,通过提供奖金计划和股票期权来认可和留住员工。

为了评估花旗银行的员工和人力资源实践,确定员工的类型是必要的。这些包括兼职、合同、全职和外包(花旗集团,2008年)。增加的雇员在公司突然扩张等紧急情况下使用。每个员工都有一本手册,指导他们工作场所的条件和义务。例如,手册中讨论的主要领域包括骚扰、着装规范、退休计划、加班条件、休假、薪酬、就业问题和不歧视政策。

《行为守则手册》已精心编制,以提醒和教育工作场所的员工。花旗银行确保保持一个尊重的工作场所,文化多样性得到有效处理,每个员工都有机会表达他们的观点,没有任何歧视(花旗集团,2008)。此外,还鼓励员工展示专业技能,并参与无毒品和安全工作场所活动。花旗银行遵循道德准则处理利益冲突、公开露面、犯罪行为和保护公司信息。

澳洲论文代写:评估人员和人力资源实践

根据对员工实践和人力资源管理战略的评估,花旗银行遵循,很明显,该公司保持其员工的透明度。手册显示了对员工的忠诚,并使员工更好地了解和理解公司的期望和服务。这项政策中有一个关键问题,那就是裁员。尽管提出了这些政策,但花旗银行以大量裁员而闻名,这往往会影响绩效和人才保留(Scott, 2014)。对于这样的裁员资源,我们没有其他选择。这可能会造成信誉问题。

人力资源政策的另一个问题是鼓励人们反对欺诈,这有时具有误导性。尽管这确保了透明度,但它并没有制定高质量的报告程序和方法来避免信息的误传。因此,员工可能会对什么不该报告和什么不该报告产生混淆。当人们报告被认为是欺诈的活动时,员工可能会失去隐私。这可能会造成一种缺乏信任和安全的文化。

澳洲论文代写:评估人员和人力资源实践

In an aim to retain and manage the talents, Citibank takes the effort to motivate and reward through the monthly programs of the employees. Some are mandated benefits such as social security and insurance coverage. Other optional benefits such as paid leave, training and retirement plans are provided based on the performance of those employees. There are sufficient people practices to recognize and retain the employees with the provision of bonus plans and stock options.

To evaluate the people and HR practices followed by Citi Bank, it is essential to determine the types of employees. These include part time, contractual, full time and outsourced (Citigroup, 2008). The additional employees are used whenever there is an emergency requirement such as sudden expansion of the firm. Every employee is provided with a handbook that guides them regarding the workplace conditions and obligations. For instance, the major areas discussed in the handbook are harassment, dress code, retirement plans, overtime conditions, leave, compensation, employment issues and non discrimination policy.

The handbook on code of conduct has been well crafted to alert and educate the employees on the workplace. Citibank ensures to maintain a respectful workplace where the cultural diversity is effectively handled and every employee gets a chance to express their views without any discrimination (Citigroup, 2008). Further, employees are also encouraged to display professional skills and participate in drug free and safe workplace campaigns. The ethical approaches are followed by Citibank handle conflicts of interest, public appearances, criminal wrongdoing and protection of company information.

澳洲论文代写:评估人员和人力资源实践

Upon the evaluation of people practices and human resource management strategies followed by Citibank, it is evident that the firm maintains transparency to its employees. The handbooks display loyalty to the employees and produce better knowledge and understanding about the company’s expectations and services. There is one critical problem in the policy which is layoff. Despite the presentation of these policies, Citibank is known for the large number of layoffs which tend to affect the performance as well as talent retention (Scott, 2014). There are no alternatives offered to such layoff resources. This could probably create credibility issues.

Another problem with the human resource policies is encouraging people to raise voice against fraud which is sometimes misleading. Though this ensures transparency, it has not set quality reporting procedures and methods to avoid misrepresentation of information. As a result, employees might have confusions between what and what not to report. The employees might lose the privacy when people report on activities that are assumed to be fraudulent. This could create a culture devoid of trust and security.

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