Credit Andorra

7/31/2019 Credit Andorra

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Anna Chernyshova Constance de Patoul Francisco Catarino Irina Malinovskaya

Miguel Saraiva


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21/05/2012 International HR Management 2

1- Introduction and contextualization- Companys description- Environements description

2- Employee Resourcing- Recruitment - Selection- Incorporation

3 - Team, organizational development and personal development - Organizational Development - Personnels development and training- Recruitment and retention of professionals- Social services and extra labor activities

4- The separation- Staff turnover- Benefits & Costs in the long and short term

- Dismissal management


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1.1. Company description

Crdit Andorr Group is Andorras leading financial group

Financial company created in 1949

Mission to establish lasting relationships with its clients based onprofessionalism, rigor, trust and ethical behavior .

Vision Orientation to customer , innovation and quality



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Corporate social responsibility policies

Business range:


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In this department we canfind the Human resources

department which is dividedin two:

- Compensations and benefits

- Development and formation

Basic organization of the bank :



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The company is living an ambitious expansion process



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1.2. Environment descriptionThe global financial environment of recent

years has been, at least, complex Financial crisis



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S W OT an al y s i s


STRENGHTS

- Country tax advantages

- Strict self-regulation thatensures safety andsoundness of national

banks- Bank secrecy

WEAKNESSES

- Banks saturation with

government debt.

- Defaults increase dueto the economic

slowdown in the market.

OPORTUNITIES

- New markets inSouth andCentral Americaand Eastern Europe.

- Harnessingnew technologies appliedto banking. Smartphones.

THREATS

- European pressures toreduce fiscal disparities

between countries

- Estate default


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INCORPORATION SELECTION RECRUITMENT

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RECRUITMENT

Various reasonsto start

recruiting:

Vacancy

New position

Additionalsupport

various font :

Headhunters

Temp. Work Agencies

Agencies

Direct contact



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CV Filtering :

-Required competences and abilities(organization, teamwork, clientorientation, commercial orientation,

communication)

- CV analysis

- Recommendations- Social networks

SELECTION



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INCORPORATION

Supportto the new

workerduring the

first weeks

There isno specific welcomeprogram

Locals:Locate the worker inthe officehe prefers Foreign workerHelp finding

a home, schoolfor the

children



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3.1 Organizational development

Evolution and progress staffs effort and dedication

Enthusiasm and identification with groups corporate culture

Some goals to meet every year

New IT platform eLearning

Internationalization process Foreign languages training Opportunity for the employees to have an international career

Integration of staff with some kind of disability



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3.2. Personnels development and training Professional development first the Crdit Andorrs employees

3 players: the individual, the HR Department, managers

Managers continuous training on the management of the performances system and theretributive system

Training plan every year

Individual and group training comes from 3 sources: Banks multi-yearly strategic plan The translation of the strategic plan into goals by area The results extracted from the performances management system

Training course for the prevention of money laundering and for combating financing terrorism

Training for the asset operations management good judgment when approving or denying anoperation

Training on prevention of labor risks and environmental issues



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3.3. Recruitment and retention of professionals

Encouragement of permanent job contracts 100% permanent job

contracts

Average time working in the bank 15 years



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3.4. Social services and extra labor activities

Key elements of the HR management are the creation of

a stable and quality employment and professional satisfactionSocial perks and tools to have a balanced working and personal life

Social perks: comprehensive medical and health insurance, special

conditions, banks products, etc.

Employees working at least 3 years in the bank opportunity toacquire Crdit Andorr shares (currently 21%)

Teambuilding extra labors activities: intercompany games, Interbank

golf championship and dinners



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Staff turnover

Small rate

Internalturnover:promotions

Moves of people withinthe same area



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Involuntary separation is inlong-term a benefit ratherthan a cost

Bad image andreputation.Compensation,selection andtraining costsetc.

L o n g - t e

r m

b e n e f i t s

S h or t -T er m C

o s t s



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Dismissal management

Workforce reduction1st temporal workers

Warnings Alternatives Dismissal

RelocationEmotional support

Helping in the search of a new job



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Crdit Andorr Staff is not only responsible for recruiting exhaustivelythe most suitable for each position, they also try to accommodate themin order to obtain the best performance.

We believe that maintaining a good relationship with the workers is vital

to the success of the company and Crdit Andorr knows how to achieveit.

One of the most obvious failures of the company in terms of recruitmentand HR management is the absence of a specific host plan.

Our proposition (for positions other than senior management) wouldconsist of assigning a " mentor.

Even with this small gap, we have found that Crdit Andorr is acompany involved with their workers and, in particular, with themanagement of employment.



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THANK YOU FOR YOUR ATTENTION

Credit Andorra

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