RBS Citizens is a commercial holding that has over 1,600 branches. Additionally, it has about 2,800 ATMs and 2600 employees. It was initially the “High Street Bank in Hoyle Square” within Rhode Island’s bustling market centre (Benioff & Adler, 2006). Years later, the directors of the “High Street Bank” acquired the second charter and established “Citizens Savings Bank”, which was a mutual savings bank that was initiated with its first official deposit in the year 1871 (Benioff & Adler, 2006).
By 1947, Citizens purchased stock in the “High Street Bank” and controlled its original parent. It then began to open branch offices and became a member of the FDIC in 1950. This made it the first mutual saving bank (Benioff & Adler, 2006). RBS Citizens continued expanding and in 1986, it demutualized.
After two years, the “Royal Bank of Scotland Group” (RBS) acquired it. Indeed, it is one of the greatest banking entities in Europe, which views citizens as the basis for the company’s expansion in the US. Backed by RBS, Citizens Bank became a strongly capitalized financial institution in New England and extended to other regional players in the next years (Benioff & Adler, 2006).
HRs’ roles and responsibilities
At the company, the HR conducts administrative duties. They include keeping accurate records of what is happening in the organization and the actions of the employees. The department also maintains training activities like workshops and enhances the continuing education of employees.
Moreover, it deals with benefit issues like research and the implementation of employees’ insurance. It is also the conscientiousness of the HR department to work on the legal issues, such as ensuring that the organization is complying with its employees’ safety and health law.
The HR’s role in strategic planning encompasses the changes made in the work place system. Although everyone in each division knows the status of their departments, the HR is aware of the group initiatives and alterations that occur in the whole organization (McGrath, 2008).
RBS Citizens has a global presence. It performs most of its operations in the UK, but over the years, the company has acquired a reputable extensive presence in the United States in a bid to develop its business worldwide. This is through its sole owned supplementary (the Citizens Financial Group).
The HR has contributed strategically to the decisions that have enhanced the employees’ strengths to meet the organization’s goals. They have established the recruiting plans to attract the best-qualified workers and kept them in the organization (National Association of Letter Carriers, 2002).
Moreover, they have developed a performance administration system, which helps in the motivation of employees and provision of sustainable development opportunities. Indeed, they have administered the change and enhanced the restructuring of programs to guarantee the retaining of major employees to increase the organization’s chances to meet its goals (Benioff, 2006).
The organization’s staffing process for managers is usually the work of the HR. They are always on the top of the employee’s market. Indeed, decisions can be effective if they acknowledge the clear directions of the company. The organization’s performance management is a system, which the company initiates.
This happens through involving workers as individuals and members of a group in upgrading organizational effectiveness, thus achieving its mission and goals. The employee’s performance at RBS Citizens involves proper planning of work and setting of the organization’s goals.
The HR facilitates training in the organization because it is required at some parts of the strategic expansion process. The HR speaks instantly when problems occur and provides input that may help the company to attain its goals faster. Career progress provides employees with knowledge and expertise that can be used in future.
It helps in the preparation of employees to achieve the potential company need, thereby ensuring the organization’s sustainability. RBS Citizens uses career progress to upgrade the skills and provide long-term opportunities for its workforce. The organization utilizes time and resources to develop the employees’ signals that the company values them. Therefore, they become motivated and assume the task for developing their career paths (National Association of Letter Carriers, 2002).
The company has used recognition incentives to motivate and reward its employees who perform exemplarily for an extended time. For the accomplishment of the organization, it has developed a recognition system that all its employees want to be connected with. They are eager to win and feel important in the process.
To find out the best type of recognition incentives, the company is to ask its employees what they like. The HR then collects the ideas and puts them to a democratic vote. The organization also has compensation programs, which enhance the organizational commitment (National Association of Letter Carriers, 2002).
The organization measures job satisfaction through standard questionnaires and interviews. The questionnaires used are of two types, “general and specific”. The general questionnaire ascertains overall satisfaction with the total package. There are many questionnaires, which attempted to do this many years ago. There are also dimension limits, which endeavor to appraise precise measures of different things like job satisfaction with pay and supervisory style physical conditions (Ricardo, 2008).
How the organization determine job satisfaction
Job satisfaction explains the level of satisfaction of employees with their roles. If people are happy, then they are satisfied with their job. Job design which helps in enhancing job contentment and performance is considered to be job rotation and enrichment. Other factors which influence job satisfaction are the staff contributions, culture, administration approach and independent work position.
Job satisfaction is a vital aspect, which ought to be done by the organization continuously (National Association of Letter Carriers, 2002). The organization should use ratings where personnel state their responses to their jobs. Questions in the questionnaire should relate to job responsibilities, amount of pay and workmates. Enhancing satisfaction and wellbeing of the employees is vital since those who are optimistic react better to alterations and work more effective (National Association of letter Carrier, 2002).
Roles and responsibilities of the HR
The purpose of the human resources in the organization is illustrated by several responsibilities. There are administrative duties, like keeping correct reports of what is happening in the organization and employee actions. They also accomplish training processes, like workshops and the continuing education of employees. Moreover, they deal with benefit issues like researching and the implementation of employees’ insurance.
It is also the responsibilities of the HR to deal with lawful matters, such as guaranteeing that the organization obeys its employees. Furthermore, a need arises to safeguard persons basing on the health law. The roles of the Human Resources include the development of organization policies and ensuring that the organization follows the employees’ safety laws.
Furthermore, their roles are to contribute to the organization’s strategic planning, communicate with employees and managers as well as develop and implement a fair compensation system, improving the work processes (National Association of Letter Carriers, 2002).
The HR’s role in strategic planning encompasses the changes made in the work place system. Although everyone in each department knows the status of their divisions, the HR department is aware of the group initiatives and alterations that occur in the whole organization.
They speak with unique insights into how the changes may affect systems and processes that are in place. The HR in the organization plays an incredibly vital task in presenting advantages. This is because they make adaptations and innovations in the organization, thus making improvements. They should do this through the creation of networks among workers and the provision of training that aids each employee to become part of the organization’s innovative engine (McGrath, 2008).
The Organization’s staffing process for managers and HR’S.
The organization’s staffing process for managers is usually the work of the HR. They are always on the top of the employee’s market, and decisions can be effective if they acknowledge the clear directions of the company. Employees who are well versed contribute to the competent operation of the business.
The hiring process of managers in the organization starts with the scheduling of the human resources, which can establish the number and the kind of employees according to the need of the organization (National Association of Letter Carriers, 2002). Then, the HR does the job analysis and establishes the design to enable them to specify the task, duties and qualifications expected from prospective job. Job design aids in the identification of the type of people needed by the company, hence hiring.
It is vital to know that hiring is an unending procedure in an organization which is not restricted to formative phases of an organization. When doing the organization staffing by the HR, the company is to consider external staffing which involves moving of staff into the business from outside according to the pattern of worker’s disconnections with the organization. This is because people hired from outside are not hampered by relationships with colleagues or the company’s history (Pynes, 2008).
The organization’s performance management
The organization’s performance administration involves an orderly system that incorporates workers as individuals and members of a group. It upgrades organizational effectiveness in the accomplishment of tasks and purpose. The employee performance at RBS Citizens involves proper planning of work and setting of the entity’s goals. It also entails constantly checking the staff output and the capacity to perform.
Furthermore, it includes occasional gauging of output in a summary way and the rewarding of the workers’ excellent performance. In effective organizations like RBS Citizens, supervisors and staff practice excellent performance management throughout the organization’s life. Setting of goals and scheduling of work are to be done regularly.
Progress towards those goals is measured, and employees receive feedback. To conduct the organizations performance properly, the HR managers should have a special instruction in the area. This is because the practice is broad and deep and requires skills to carry out this kind of program successfully (Cummings & Worley, 2008).
References
Benioff, M., & Adler, C. (2006). The business of changing the world: twenty great leaders on strategic corporate philanthropy. New York, NY. McGraw-Hill Professional.
Cummings,T., & Worley G. (2008). Organization development & change. Boston, MA. Cengage Learning.
McGrath, R. (2008). Connecting HR with competitive Advantage. HRB Blog Network. Web.
National Association of Letter Carriers. (2002). The Postal record, Volume 115. National Association of Letter Carriers (AFL-CIO).
Pynes, E. (2008). Human Resources Management for Public and Nonprofit Organizations: A Strategic Approach. New York, NY. John Wiley and Sons.
Ricardo C., & Joaquín A. (2008). Emotional intelligence and job satisfaction: the role of organizational learning capability. Personnel Review, Vol. 37 Iss: 6, pp.680 – 701.