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.
[...] Now and on, only four executives with quite equal power had to be selected in order to make the organisation more flexible. Indeed, decisions are more easily made between four top executives then between a dozen persons: it saves time and money as well. Thus it engenders a lower power distance and gives the firm a fresher breathe. It is of an importance to specify the recruitment process of Crédit du Nord, because it helps to understand how the management of people was done: the recruiting was mostly internal. [...]
[...] 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. Good health means the sound mind, in the sound body General and technical education: education provides a definite impact n the working ability and efficiency of the worker Personal qualities: persons with dissimilar personal qualities bound to have definite differences in their behaviour and methods of working. [...]
[...] But those who stayed proved their performance and made the current success of the firm. A strong team was actually built around solid potentials, and dialogue as well as regular competencies checking were put forward. Yet one drawback of the change has to be highlighted. The relatively closed aspect of the banking sector is indeed quite visible here. Crédit du Nord didn't question whether it needed other competencies. It has only redistributed the manpower, selected the most performant workers, but did not really ask the sector if other jobs had to be designed. [...]
[...] Mobility within the firm was one of the main priority for Million, who was also in favour of promoting young executives and reluctant to redundancies. The promoting and recruiting are mainly based on discussions with the appliers. 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. [...]
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