SOCIETE GENERALE’S HRM PROCESS
Societe Generale mission states their aim is to be a universal banking partner of choice. The Human Resources department understands that in order to be the bank of choice they must recruit the best. SG’s approach to recruitment is based on a code of ethics that guarantees equality and neutrality in the selection process. Hence, when selecting a candidate the selection is fair all across the board. According to the HR executives at Societe Generale, what matters are the applicant’s skills and enthusiasm. (Societe Generale Official Website 2015)
What selection methods does it employ?
Each day there is a number of applicants that are in search of employment at Societe Generale around the world and in SG …show more content…
Demands are constantly changing and in order for any organization to be effective they must constantly train it most valuable resources, its employees. Herschel Walker quoted “If you train hard, you’ll not only be hard, you’ll be hard to beat”. Training employees not only benefits the employee but also the employer. All of the HRM processes are vital, however how effective an organization will be if you hire the best candidates yet do not have continuous training tools for them to complete their task effectively and to remain current. In 2013, nearly 3.3 million hours of training were provided in the Group. (Societe Generale Official Website 2015). It is and has always been one of the organization’s objectives is to ensure adequate training is provided for its employees in order to serve their client with …show more content…
Societe General worldwide assess their employees at the end of the year usually the dead line for assessments are 1stDecember of that given year. During this time, managers and supervisors will evaluate their employee’s performance simultaneously set goals and objectives for the upcoming year. Once the manager has completed this section, the link will be sent to each employee to view the manager’s remarks regarding his or her performance and to see the goals for the upcoming year. Once the employee has reviewed the performance remarks and imminent objectives, He or she now can comment concerning the objectives and performance evaluation. Once both parties have viewed and signed the link is directed to the Human Resources Department. The Human Resources Manager forwarded it to the head office in Paris for further
Societe Generale mission states their aim is to be a universal banking partner of choice. The Human Resources department understands that in order to be the bank of choice they must recruit the best. SG’s approach to recruitment is based on a code of ethics that guarantees equality and neutrality in the selection process. Hence, when selecting a candidate the selection is fair all across the board. According to the HR executives at Societe Generale, what matters are the applicant’s skills and enthusiasm. (Societe Generale Official Website 2015)
What selection methods does it employ?
Each day there is a number of applicants that are in search of employment at Societe Generale around the world and in SG …show more content…
Demands are constantly changing and in order for any organization to be effective they must constantly train it most valuable resources, its employees. Herschel Walker quoted “If you train hard, you’ll not only be hard, you’ll be hard to beat”. Training employees not only benefits the employee but also the employer. All of the HRM processes are vital, however how effective an organization will be if you hire the best candidates yet do not have continuous training tools for them to complete their task effectively and to remain current. In 2013, nearly 3.3 million hours of training were provided in the Group. (Societe Generale Official Website 2015). It is and has always been one of the organization’s objectives is to ensure adequate training is provided for its employees in order to serve their client with …show more content…
Societe General worldwide assess their employees at the end of the year usually the dead line for assessments are 1stDecember of that given year. During this time, managers and supervisors will evaluate their employee’s performance simultaneously set goals and objectives for the upcoming year. Once the manager has completed this section, the link will be sent to each employee to view the manager’s remarks regarding his or her performance and to see the goals for the upcoming year. Once the employee has reviewed the performance remarks and imminent objectives, He or she now can comment concerning the objectives and performance evaluation. Once both parties have viewed and signed the link is directed to the Human Resources Department. The Human Resources Manager forwarded it to the head office in Paris for further