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Anna Chernyshova Constance de Patoul Francisco Catarino Irina Malinovskaya
Miguel Saraiva
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1- Introduction and contextualization- Companys description- Environements description
2- Employee Resourcing- Recruitment - Selection- Incorporation
3 - Team, organizational development and personal development - Organizational Development - Personnels development and training- Recruitment and retention of professionals- Social services and extra labor activities
4- The separation- Staff turnover- Benefits & Costs in the long and short term
- Dismissal management
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1.1. Company description
Crdit Andorr Group is Andorras leading financial group
Financial company created in 1949
Mission to establish lasting relationships with its clients based onprofessionalism, rigor, trust and ethical behavior .
Vision Orientation to customer , innovation and quality
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Corporate social responsibility policies
Business range:
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In this department we canfind the Human resources
department which is dividedin two:
- Compensations and benefits
- Development and formation
Basic organization of the bank :
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The company is living an ambitious expansion process
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1.2. Environment descriptionThe global financial environment of recent
years has been, at least, complex Financial crisis
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S W OT an al y s i s
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STRENGHTS
- Country tax advantages
- Strict self-regulation thatensures safety andsoundness of national
banks- Bank secrecy
WEAKNESSES
- Banks saturation with
government debt.
- Defaults increase dueto the economic
slowdown in the market.
OPORTUNITIES
- New markets inSouth andCentral Americaand Eastern Europe.
- Harnessingnew technologies appliedto banking. Smartphones.
THREATS
- European pressures toreduce fiscal disparities
between countries
- Estate default
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INCORPORATION SELECTION RECRUITMENT
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RECRUITMENT
Various reasonsto start
recruiting:
Vacancy
New position
Additionalsupport
various font :
Headhunters
Temp. Work Agencies
Agencies
Direct contact
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CV Filtering :
-Required competences and abilities(organization, teamwork, clientorientation, commercial orientation,
communication)
- CV analysis
- Recommendations- Social networks
SELECTION
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INCORPORATION
Supportto the new
workerduring the
first weeks
There isno specific welcomeprogram
Locals:Locate the worker inthe officehe prefers Foreign workerHelp finding
a home, schoolfor the
children
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3.1 Organizational development
Evolution and progress staffs effort and dedication
Enthusiasm and identification with groups corporate culture
Some goals to meet every year
New IT platform eLearning
Internationalization process Foreign languages training Opportunity for the employees to have an international career
Integration of staff with some kind of disability
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3.2. Personnels development and training Professional development first the Crdit Andorrs employees
3 players: the individual, the HR Department, managers
Managers continuous training on the management of the performances system and theretributive system
Training plan every year
Individual and group training comes from 3 sources: Banks multi-yearly strategic plan The translation of the strategic plan into goals by area The results extracted from the performances management system
Training course for the prevention of money laundering and for combating financing terrorism
Training for the asset operations management good judgment when approving or denying anoperation
Training on prevention of labor risks and environmental issues
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3.3. Recruitment and retention of professionals
Encouragement of permanent job contracts 100% permanent job
contracts
Average time working in the bank 15 years
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3.4. Social services and extra labor activities
Key elements of the HR management are the creation of
a stable and quality employment and professional satisfactionSocial perks and tools to have a balanced working and personal life
Social perks: comprehensive medical and health insurance, special
conditions, banks products, etc.
Employees working at least 3 years in the bank opportunity toacquire Crdit Andorr shares (currently 21%)
Teambuilding extra labors activities: intercompany games, Interbank
golf championship and dinners
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Staff turnover
Small rate
Internalturnover:promotions
Moves of people withinthe same area
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Involuntary separation is inlong-term a benefit ratherthan a cost
Bad image andreputation.Compensation,selection andtraining costsetc.
L o n g - t e
r m
b e n e f i t s
S h or t -T er m C
o s t s
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Dismissal management
Workforce reduction1st temporal workers
Warnings Alternatives Dismissal
RelocationEmotional support
Helping in the search of a new job
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Crdit Andorr Staff is not only responsible for recruiting exhaustivelythe most suitable for each position, they also try to accommodate themin order to obtain the best performance.
We believe that maintaining a good relationship with the workers is vital
to the success of the company and Crdit Andorr knows how to achieveit.
One of the most obvious failures of the company in terms of recruitmentand HR management is the absence of a specific host plan.
Our proposition (for positions other than senior management) wouldconsist of assigning a " mentor.
Even with this small gap, we have found that Crdit Andorr is acompany involved with their workers and, in particular, with themanagement of employment.
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THANK YOU FOR YOUR ATTENTION