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Mashreq has provided banking and financial services to millions of customers and businesses since 1967. They are one of UAEs leading financial institutionsÂ with a growing retail presence in the region including Egypt, Qatar, KuwaitÂ and Bahrain. MashreqÂ is invariably among the highest performing banks in the region. Last yearÂ they recorded a Net Profit of AEDÂ 803 million from a Total Operating Income of AED 4.4 billion over the same period. At the end of last yearÂ their Total Assets stood at AED 84.8 billion.Â
their branch network extends across the UAE withÂ one in every two households in the UAE banking with them.Â They also have customer service centres in key retail locationsÂ and one of the largest ATM networks in the country.Â Â They also have 12 overseas offices inÂ nine countries, including Europe, US, Asia and Africa.
At Mashreq we are committed to continuous learning, which allows us to adapt quickly to update and align ourselves with the dynamics of the banking industry in the developing world
With the aim of developing human resources potential and optimising effectiveness, the learning and development arm of Mashreq - Mashreq Learning Systems (MLS) - seeks to foster performance excellence, employee competence and provide leading-edge development solutions through various learning channels:
External trainings, internal, in-house
Workshops, seminars and conferences
Organizer on-the-job training
You know Resource Centre
Independent learning opportunities via e-Learning, self study and action learning projects
Knowledge sharing courses, best practice courses
Video and audio courses
MLS also gives employee access to courses in relevant subject areas in both basic and advanced levels.
1) Finance & banking
2) Technology & systems
3) Development & National Learning
4) Professional Skills Courses & Behavioral Competency
5) Development of leadership
6) Psychometric Lab
To support the learning and development needs of the employees, MLS has established a learning centre at Dubai Outsource Zone and implemented a state-of-the-art Learning Management System to support learners for e-learning and classroom training.
Apart from the regular formal learning channels, mentoring and coaching initiatives have been institutionalised in the bank along with a strong partnership with world-class organisations to deliver leadership development programmes, which provides us a pipeline of leaders to support our growth.
The overall spectrum of services provided by MLS are as below
National learning & Development centre (NDLU)
Nurturing local talent essential to Mashreq's future. The NDLU is a specialised unit under MLS structured to focus attention to the learning and development needs of UAE nationals.
operation to raise and sustain goal directed behavior .
Importance of motivation
â™¦ Motivation is necessary because :
- Motivated employees are always looking for better ways to do the work .
- A motivated employee is generally more quality Levant.
- Highly motivated workers are more productive than apathetic employees .
Fourth and human resources management function key, and maintenance of human resources and include human resource management activities related to employee benefits, health and safety, and labor management relations. Employee benefits are not compensable targeted incentives, such as health insurance and free parking, and is often used to transport nontaxed compensation for employees. Three main categories of benefits administered by HRM managers are: personnel services, such as purchase plans, and recreational activities, and legal services; holidays, vacations, and other absences allowed, insurance, retirement, and health benefits. Successfully to administer the benefits program and HRM professionals need to understand the tax incentives, investment and retirement plans, and the purchasing power derived from a large base of employees.
Human resource maintenance activities related to safety and health usually entails compliance with federal laws that protect employees from hazards in the workplace. Regulations and safety stems from the professional and the Federal Department of Health, for example, workers' compensation from the state and federal Environmental Protection Agency laws. Managers must manage human resources work to reduce the company's exposure to safety through the implementation of preventive and training programs. They also accused usually design with detailed procedures for documenting and treating injuries.
Maintenance tasks related factor in relationship management primarily involves: working with trade unions, and to deal with complaints of misconduct, such as theft or sexual harassment, and the development of systems to enhance cooperation. Activities in this area include the negotiation of contracts, and the development of policies to accept and deal with labor complaints, and administering programs to enhance communication and cooperation.
Duties acquisition consists of human resources planning staff, which includes activities related to the analysis of business needs and identify the skills necessary to fill the jobs, and identify employment opportunities and industry trends, and forecast employment levels in the future, and skill requirements. And these tasks can be achieved using these tools and techniques such as questionnaires, interviews and statistical analysis, and inventory-building skills, and graphic design career. Four specific objectives of effective human resource planning are:
To maintain manpower levels stable through the ups and downs in output, which can reduce unnecessary labor costs, liabilities and increase staff morale will suffer in the case of otherwise of layoffs.
Prevent high turnover among young recruits.
Reduce the problems associated with replacement of key decision makers in the absence of unexpectedly.
Allowing managers to financial resources efficiently planning departments' budgets.
The acquisition also includes job-related activities employ workers, such as the design of the tests and the corresponding evaluation methods. Ideally, the main objective is to hire the most qualified candidates without infringing on federal regulations or permit to be affected by the decision-makers of the stereotypes irrelevant. HRM departments in some companies choose to manage honesty, personality quizzes, or to test potential candidates for drug abuse. Employment responsibilities also include ensuring that people in the organization are honest and adhere to strict government regulations relating to discrimination and privacy. To this end, and human resource managers create and document detailed procedures and recruitment hiring applicants that protect and reduce the risk of lawsuits.
The Process of HRM Planning
And demanding human resources manager to first understand the business requirements. But if you understand the nature and scope of business and trade, to be able to employ those who will deliver the performance required. When it comes to the involvement of the workforce, and director must be a keen eye for talent. To ensure that the workforce competent enough to achieve the goals.
In addition, should be taken in the list 'talent' in the workplace in mind, so that people can use free skilled. And varied jobs human resources manager, he has to assess the workforce currently used and its shortcomings. Identify shortcomings this goes a long way in the selection of manpower efficiency.
While hiring new staff, should the Director of Human Resources account the expected workload. This way can human resource management design features delicate task and job expectations. Once you have the job description decided, will be looking for candidates who meet the work to be easy. Do not be fooled by their qualifications, it is only relevant experience that matters more. The director of human resources is a good one who has the enthusiasm and passion to motivate prospective employees for the performance of their potential.
Human resource management & performance management
Human Resources Management (HRM) are performance management. Performance management systems consist of activities and / or processes adopted by the organization in anticipation of improving employee performance, and therefore, and organizational performance. As a result, performance is managed at the organizational level and the individual level. At the organizational level, and performance management oversees organizational performance and compares the current performance with organizational performance goals. Achieve these goals organizational performance depends on the performance of the members of each individual organization. Therefore, it can measure the performance of individual employees to have the value of performance management process for the management of human resources and organization. And many researchers argue that "PAS is one of the most important processes in human resources management."
Performance management process begins with the leadership within the organization create a performance management policy in the first place, and performance judged by influencing employee performance management inputs (eg training programs) and provide feedback via the output (ie, performance assessment and evaluation). "The ultimate goal of the performance management process is to align individual performance and organizational performance." A very common process and central performance management systems is to assess the performance of (PA). PA process should be able to inform staff about the goals of the organization ", and priorities, expectations and the extent of their success in contributing to them
Vacancies in the bank will arise for the following reasons:
Displacement of staff due to resignation, termination, transfers
Positions created in Manpower Plan for the Year
Positions in addition to the Manpower Plan (Requests for filling positions in excess of the approved 'headcount'
shall require the prior approval of the Group Head and the CEO)
Internal or External Filling
The Staffing & Induction Manager or Recruitment Officer along with the Unit Manager will agree on the staffing strategy for filling the vacancy. While all vacancies across the bank need to be first advertised through Mashreq Careers; without prejudice to the above policy, under special circumstances and where there is a business need, certain specific jobs may not be internally advertised. All such exceptions would be under the approval of Manager - Recruitment & Staffing.
The staffing team shall ensure that each vacancy is closed within a stipulated time frame of 90 days from the date of activation of such vacancy.
The bank follows an internationally accredited objective methodology of Ability testing as a standard assessment tool for vacancies up to a specific grade. These tests measure basic ability of candidates specific to skills required for jobs at particular levels across the bank. In addition to the above, the assessment process also includes panel or one to one interviews with HR and the line managers as well certain functional related tests specific to certain jobs across the bank.
From my opinion, the main reasons that make almashreq bank so successful are the facts that they are customer focused, because they act in the interest of their customers, seeking to exceed their expectations, that they're transparent and fair, they're clear and concise and open in all their communications, and treat customers and colleagues with fairness, respect and trust.
Another reason of their success is their progression, they're fast, agile and constantly think of ways to enhance customer experience, and their boldness, they challenge established practices and take smart risks, and they're also responsible because all employees take responsibility for the success of the bank and the satisfaction of the customers.