It is necessary to evaluate the performance of any business to enable investors to identify the strengths, weaknesses, opportunities, and threats facing their business. This analysis refers to as a SWOT analysis.
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This bank’s main strength is its ability to negotiate and sign contracts with the Canadian Union of Bank Employees (CUBE) to take care of their staff. It has a capital base that enables it to integrate the Credit Card Center employees with its staff. This means that the company can finance its capital operations without straining the available finances. The firm has an established human resource department that oversees the recruitment of reliable staff to implement its policies. The human resource section is highly structured to ensure all employee grievances are addressed as soon as possible.
Identifying the weaknesses of an investment will enable the investor to plan how to eliminate or reduce them to enhance productivity and profits. This bank faces immense challenges that expose its human resource management team to colossal risks. The human resource staff wastes a lot of time in negotiations for contracts. For instance, the second negotiation with the Credit Card Center was held weekly. Each session took about seven hours, while the whole process took four months. Also, this department spends too much time dealing with employee grievances like job scheduling and postings.
The human resource department of this bank has many opportunities for signing many contracts with other service-related operators. The successful integration of the Credit Card Center workers with the bank’s employees and the bank’s subscription to the Canadian Union of Bank Employees (CUBE) are key opportunities to guard against abuse of employee rights.
Various threats expose the human resource department to low productivity. These challenges include absenteeism and lateness by employees that waste a lot of productive time. The employee grievances are too many, and this may lead to low productivity. Employees are not comfortable with the way jobs are scheduled and posted to them. There is a poor relationship between supervisors and union members. The management responds with an average ranking on the quality and quantity of service delivery while the employees pose grand dissatisfactions at their workplace.
The Canadian Pacific and International Bank have various strategic opportunities that, if it capitalizes on, will develop and expand its operations. This will see it achieve various targets and perform well beyond the company’s expectations. However, it is necessary that the relationship between supervisors and employees be addressed to make smooth coordination among various departments.
Many complaints originate from the association of the human resource department and employees. Managers show considerable dedication to working and safeguard employee’s interests. On the other hand, employees respond with negative feedback regarding their expectations. This means that other underlying factors should be addressed as soon as possible. This will make the human resource department work smoothly with the bank’s employees. Constant absenteeism and lateness at work reflect poor employee attitude and lack of motivation by the human resource department.
The bank has various opportunities for advancing its projects through signing contracts with other related service providers. The bank managed to integrate the Credit Card Center employees and services with its staff. This means that there are higher chances of making similar arrangements with other companies. The successful integration of the bank’s employees with the Canadian Union of Bank Employees (CUBE) means that the human resource department is working hard to ensure the bank’s employees can present their grievances without possibilities of victimization.
The human resource department is highly structured to ensure employees’ rights are taken care of without delays. However, cases of time wastage while solving employee grievances is a matter of concern that requires an immediate address. Employees may be taking advantage of the claims procedures to avoid indulging in constructive activities. On the other hand, the human resource department may be taking too long to respond to employee queries hoping they will give up a quest for their rights. Finally, all these tricks result in time wastage and under production.
Review of Labor Relations at the Credit Card Center
The labor relations at the Credit Card Center needs urgent address due to the inadequacies exposed by the survey conducted. There is incredibly low turnover and productivity triggered by low morale and job dissatisfaction by employees. Also, there is a poor relationship between employees and their supervisors. Consequently, this has led to low quality work that ranks slightly above average on a scale of 1-5 (poor to excellent respectively). There are too many grievances being aired by the human resource department and employees. The department has challenges arising from employee absenteeism and lateness at work.
On the other hand, employees complain about job allocations, scheduling, and overtime allocations. There is a lot of time wastage in addressing these grievances. While the management believes that they settle grievances promptly, the employees believe that this department takes too long to address their troubles. Also, the management believes there is a cooperation between them and their employees in solving problems, but the same view is not held by the later. Employees believe that their managers withhold relevant information causing their relationship to be extremely adversarial. This translates to a poor working environment since the management and employees see each other as sworn enemies rather than the staff of a company.
Recommendations to the Human Resource Manager
The human resource manager should note that there is an urgent need to address these grievances in time. This will make appropriate use of the bank’s potential to deliver quality service. The department must ensure there are clear guidelines regarding the allocation of duties to employees. The disputes that arise from job scheduling should be addressed immediately by seeking an audience with employees and listening to their demands. Also, punctuality should be a driving force for better performance and maximization of time at work.
There should be clear rules that define penalties against lateness and unauthorized absenteeism. Moreover, there is a need to solve employee disputes in time to avoid the accumulation of dissatisfactions by employees. There should be transparency in sharing information between supervisors and employees. This will ensure there are no hidden issues that may hinder employees from delivering quality work. There is a need to involve employees in decision making processes that involve them to ensure the meetings address their needs.
There is a need for staff to be involved in bonding and social activities to ensure the gaps between supervisors and employees are reduced. This will cement their relationship and promote healthy interactions among workers. The bank’s staffs need motivation on attitude and dedication to working to ensure there is maximum production.