Job Analysis
PART A: Overview The United States Automobile Association, better known as USAA has been assisting the United States military since 1922. This corporation was founded by 25 army officers who were not able to receive car insurance anywhere else. This is when they decided to insure each other’s vehicles. Being founded in San Antonio, Texas, the home office has been located off of McDermott Freeway since the 1970’s, however prior to that it was located off of Broadway. USAA also has several other locations located throughout the U.S. as well as two international branches located in Germany and London respectively. USAA board of directors currently sits 16 members as well as the CEO; perform everyday assessments of the overall …show more content…
Each of which USAA strives to fulfill for its customers each and every day. “Service” is a core value because it’s a way to show appreciation to those that would go defend the freedoms offered by the U.S. “Loyalty” is to the community and to the consumers of USAA; USAA is loyal to their customers by offering services to every stage of their lives as well as extending those services to the overall community. “Honesty” is the best policy, especially when having the trust of handling someone’s life savings, being transparent is one of the best ways to progress business for everyone involved. “Integrity” is probably the most important value USAA brings to its members, having so much authority over someone’s finances you have to have integrity, customers need to be able to trust you that you will always have their best interest at heart, this is essential for company …show more content…
For my department, training is not done through a “New Employee Orientation” process it is done through intra-departmental training methods. This poses a problem because not all department employees are trained on everything the same way and on every function available. Each staff has his/her own strengths and assigned duties. These duties can be so specific that anyone from the outside coming in can seriously mess up a consumers home mortgage account. As a hiring manager, I would definitely require some sort of competency test to determine if the candidate can adequately perform the assigned job duties of the department. Since I am not the hiring manager this is often not the case and an individual with no experience is
PART A: Overview The United States Automobile Association, better known as USAA has been assisting the United States military since 1922. This corporation was founded by 25 army officers who were not able to receive car insurance anywhere else. This is when they decided to insure each other’s vehicles. Being founded in San Antonio, Texas, the home office has been located off of McDermott Freeway since the 1970’s, however prior to that it was located off of Broadway. USAA also has several other locations located throughout the U.S. as well as two international branches located in Germany and London respectively. USAA board of directors currently sits 16 members as well as the CEO; perform everyday assessments of the overall …show more content…
Each of which USAA strives to fulfill for its customers each and every day. “Service” is a core value because it’s a way to show appreciation to those that would go defend the freedoms offered by the U.S. “Loyalty” is to the community and to the consumers of USAA; USAA is loyal to their customers by offering services to every stage of their lives as well as extending those services to the overall community. “Honesty” is the best policy, especially when having the trust of handling someone’s life savings, being transparent is one of the best ways to progress business for everyone involved. “Integrity” is probably the most important value USAA brings to its members, having so much authority over someone’s finances you have to have integrity, customers need to be able to trust you that you will always have their best interest at heart, this is essential for company …show more content…
For my department, training is not done through a “New Employee Orientation” process it is done through intra-departmental training methods. This poses a problem because not all department employees are trained on everything the same way and on every function available. Each staff has his/her own strengths and assigned duties. These duties can be so specific that anyone from the outside coming in can seriously mess up a consumers home mortgage account. As a hiring manager, I would definitely require some sort of competency test to determine if the candidate can adequately perform the assigned job duties of the department. Since I am not the hiring manager this is often not the case and an individual with no experience is