Cbc Recruitment Process

832 Words 4 Pages
People are the lifeblood of our business. Yet the two key HR systems; recruitment and training process of securing this valuable asset often gets neglected. As was brought to our attention in CIBC’s HR corporate annual meeting; Turnover percentage was at 52%, the corporate goal is to bring this down below 30%. Consequently 40% of the current employees did not meet the required expectations of the business goals, the corporate goal is to have less than 10% did not meet. By strengthening the current HR recruitment and training strategies, will assist the business in obtaining the corporate goals.
Looking at our current recruitment process we have a strong pre-screening interview questionnaire, in addition to this process 3 senior level management
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When we reviewed the categories that the 40% of the employees that did not meet the minimum expectations, the categories identified were lending and investments. In order to increase the employees competencies and skills in these two areas, the HR will need to implement a needs assessment testing in order to diagnose the specific barriers that the employee 's face and how best to manage them. Once we have this information we will then work with the Lending Specialist as well as the Investment Specialist to create the program content and training objectives that will need to be implemented. The framework strategy will include product knowledge, processing the paperwork and how to deliver the advice to clients in order for them to accept the financial plan. This enhancement to the current training program will not only improve the corporate goal of lowering the percentages of employees that did not meet expectations, however it creates a long-term investment through a knowledge network where employees can share ideas and keep current with content directly with the specialists involved. Research shows that training existing staff in specific areas saves costs for the corporation and grows …show more content…
As well enhancing the training content with the Lending and Investment Specialists involvement in order to increase the employees meeting expectations. This will guarantee that CIBC’s turnover will be 30% or less and 90% of employees meeting corporate goals.

Resources:

Hermann Schwind, Hari Das, Terry Wagar, Neil Fassina, and Julie Bulmash. "Recruitment Chapter 5." Canadian Human Resource Management. 10th ed. McGraw-Hill Ryerson. 172+. Print.

Hermann Schwind, Hari Das, Terry Wagar, Neil Fassina, and Julie Bulmash. "Orientation, Training and Development, Career Planning Chapter 7." Canadian Human Resource Management. 10th ed. McGraw-Hill Ryerson. 279+. Print.

Katherine Dowding. "Techniques in Interviewing." Exit Interviewing. University of Alberta Enterprise Learning, Edmonton Downtown Campus. 15 Nov. 2015. Lecture.

Managers Resources: Http:w2.cibc.com/en/cibc/Pages/people-manager.aspx. Web. 22 Jan.

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