Monography: The human resources management policy of the Société Générale

Résumé du document

According to the talk with Charles Millon, there are four main issues that have been put forward during the reshuffling of the bank Crédit du Nord. One of them is manpower planning in the new area, determined by both Société Générale, the buyer, and Crédit du Nord, the acquired. Indeed, that HRM process aims at recruiting a sufficient number of qualified personnel, on a timely basis, in order to ensure the provision of the required services. It requires the data on job descriptions, training success rates, quantitative estimations of staff numbers, and statistics on the banking sector. Manpower planning is then a difficult task as it requires juggling many factors, in order to arrive at a balanced view of manpower realities. It also requires tool support to be done efficiently. The penalties for not being correctly staffed are costly. On the one hand, under staffing loses the business economies of scale and specialization, orders, customers and profits. On the other hand, over staffing is wasteful and expensive, if sustained, and it is costly to eliminate because of modern legislation in respect of redundancy payments, consultation, minimum periods of notice, etc.

Extraits

[...] Very importantly, overstaffing reduces the competitive efficiency of the business. Staffing level planning requires that an assessment of present and future needs of the organization be compared with present resources and future predicted resources. Appropriate steps then be planned to bring demand and supply into balance. Thus, the first step is to take a 'satellite picture' of the existing workforce profile (numbers, skills, ages, flexibility, sex, experience, forecast capabilities, character, potential, etc. of existing employees). Then it has to adjust the information collected for normal turnover ahead, planned staff movements, retirements, etc, in line with the business plan for the corresponding time frames. [...]

[...] The comparisons will then indicate what steps must be taken to achieve the manpower balance. That, in turn, will involve the further planning of such recruitment, training, retraining, labour reductions (early retirement/redundancy) or changes in workforce utilization that will bring supply and demand into equilibrium, not just as a one–off but as a continuing workforce planning exercise. The inputs of the activity will need constant varying to reflect current changes, as against predicted experience on the supply issue and changes in production actually achieved as against forecast on the demand. [...]

[...] Monography : the human ressources management policy of the Société Générale I. What was at stake in the Human Ressources Management (HRM) policy when the Société générale bought the Crédit du Nord? According to the talk with Charles Millon, there are four main issues that have been put forward during the reshuffling of the bank Crédit du Nord. One of them is manpower planning in the new area, determined by both Société Générale, the buyer, and Crédit du Nord, the acquired. [...]

[...] He has to meet the Human Resource Manager twice, and also a specialist. Moreover, Million use to observe a lot the employees at work, in order to make his idea on their potential and capacities. He strongly believes in the adaptability of workers in the banking sector, and that is why he bet on the firm's existing potential. Mobility was at stake during the reshuffling process. Indeed, one knows it can be vertical, horizontal, but also environmental or geographic. Indeed, many workers had to be sent to secondary agencies of the Bank. [...]

[...] Design job description and the job requirements 3. Find adequate sources of recruitment Give boost to youngsters by appointment to higher posts Best motivation for internal promotion Look after the expected losses due to retirement, transfer and other issues See for replacement due to accident, death, dismissals and promotion. Factors which affect the efficiency of labour: 1. Inheritance: Persons from good collection are bound to work professionally. The quality and rate of physical as well as mental development, which is dissimilar in case of different individuals is the result of genetic differences Climate: Climatic location has a definite effect on the efficiency of the workers Health of worker: worker's physical condition plays a very important part in performing the work. [...]