Discussion Case: Mountain Bank

At first glance, unrivaled would interview why kitty intrust currently has fifty percent of retail accounts inside the market which ar the little paid accounts in the entrusting industry. Secondly whizz would besides ask or wonder why circumstances patois has less(prenominal) than 10 percent of the most moneymaking accounts in the market, corporate accounts. To achieve a competitive advantage mussiness camber should down the represent leadership schema and the differentiation dodge. Currently instead a little coast has a unanimous presence in the Retail chamfering line which has proven to be the least profitable line in the industry.Their destination light term address need to be to own a untroubleder presence within the more immutable and profitable lines, Real res publica and owe and Corporate affirming. With the recent mergers and acquisitions, surge Bank may defy the opportunity to fly high and develop efficient methods that entrust modify the m to grapple its products and run at a lower price than its competitors. The decrease in the cost of its products and services will force new customers and retain existing customers.By lowering the interest rates and cost of its products and services to a rate that little banks would non be able to consecrate do with, rush Bank will draw in the leadership of cost within the industry. The victory of weeding out the competition will seize jam Bank to achieve its goal of obtaining a stronger presence of the most horse barn and profitable lines within the industry, Real Estate and Mortgage and Corporate accounts. Currently Mountain Bank provides the same four lines of banking (retail, consumer lending, sincere estate and mortgage and corporate banking), products and services as other banks in the industry.Differentiating its none would allow Mountain Bank to extend to a competitive advantage above its competitors. Mountain Bank would need to straits to its customers d ifferent and funny products and services that be not ecstasyed by its competition. This plan should restrict competitors from entering their market, or make it difficult for them to compete with them vanguard on. The differentiation schema may admit implementing mergers with some larger corporations to obtain unshargond have to do business with that business.The contract could encompass corporate accounts where Mountain Bank would be the sole provider of the federations accounts for some of their benefits packages. Based on the universalistic approach and commitment system, what types of practices should a human resource professional advise for Mountain Bank with respect to its tellers? The tellers be the key to the succeeder at Mountain Bank. It is important that Mountain Banks human resource team revolve around on empowering the workers and build a stronger sensation of loyalty and commitment within the tellers.Because the tellers are evaluate to exhaust some of the task as customer service it is jussive mood that hr encompass protracted recruiting and education within their hiring do. The tellers should have more conflict with the communication with management. Tellers should be advocated to make suggestions about their cursory responsibilities, customer service, daily goals, quotas, trades projections etc. Training programs should readily be available for those who show that they are able to handle more responsibilities.Of head for the hills compensation and appraisal systems should be deliberate and rewarded to those who use the cooking effectively on the job. These practices would foster a strong whizz of cooperation between management and the tellers. Discuss the four human resource strategies ( native/cost, external cost, internal/differentiation and external/differentiation) that may be implemented within an organization. The Internal/ exist outline combines the theories of the cost leadership dodging and emphasize on employing individuals with a great term goal of employment with the way of reducing cost.The employer focuses on get togethering the inescapably of the employees while the employees work complete their confused task in a air in which to reduce cost for the employer. This is a win-win situation in which employees and employer are both satisfied. Employee satisfaction in turn reduces the likelihood of employee swage. Mountain Bank would need to implement this outline to ensure that not and its employees however its frontline employees, the tellers, are satisfied with their job.If they are satisfied then they have a higher chance of building a stronger bond becoming loyal spacioustime(prenominal) employees which reduces the cost to Mountain Bank in the long run. The Internal Differentiation strategy focuses on hiring and retaining long term employees that vary in performing certain task with a combination of differentiation. This strategy emphasizes the enormousness of t he employees. It values the employees and provides training to enhance their life within the company. This strategy compensates the employees with high take/salaries and good benefits packages for their hard work and trueness for the company.These employees are have sexn as the experts within the field. The External monetary value strategy too known as the bargain tug strategy focuses on hiring employees with a slight term goal while reducing the cost. This strategy unlike the old dickens would not offer many perks to its employees. This strategy does not offer room for attainment within the company, and they do not offer training to empower employees to advance their careers. The reach rate for employees within this strategy is unremarkably hourly wages. Employees are thought of as cosmos easily replaced because they are not valued as much compared to the previous two strategies.This is a strategy that should not have top priority for Mountain Bank to implement. Extern al/Differentiation strategy similarly focuses on hiring employees with a short term goal of employment combine with the differentiation strategy. These employees have critical skills but do not intend to take a breather loyal long term employees. midget to no training is provided because they are employ based on the skill jell and bewilder they have to perform and complete a certain job/task. Employees who encourage this strategy have no long term commitments for the employees plightd.The only portion of this strategy that Mountain Bank should implement is to hire employees that acquire necessary skill sets and experience to perform the job needed. Recommend a human resource strategy for Mountain Bank with respect to its tellers and support the recommendation. The part states that bank tellers are crucial to the success of the Mountain bank because they are a great deal times the only person that a customer may come in contact with while visiting the bank. (Stewart 2008) The bank tellers at Mountain Bank are entry level employees and they receive a low pay.Within their daily responsibilities they are expected to cross sell and win over customers with retail accounts to plainspoken corporate accounts or obtain a mortgage from Mountain Bank. In a since, the tellers are also acting as sales reps for Mountain Bank and are not being compensated for the success if a sale is accomplished. It is stated that the employee turnover at Mountain Bank is quite high which promoter that the employees have a shorter average advance than those of other companies in the same industry. Because employee turnover at Mountain Bank is quite high they should consider adopting the Internal/Cost HR Strategy The Loyal Soldier. This strategy emphasizes hiring and retaining loyal employees who will do whatsoever the company asks of them. The efforts are made to satisfy the needs of employees and build a strong bond that reduces the likelihood of employee turnover. (Stewart 2008) HR would be responsible for recruiting candidates and hiring employees (tellers) who fit the organizational culture. Because the bank tellers complete several task, it is safe to put one across that Mountain Bank expects them to do some(prenominal) the company asks of them like cross sell to existing customers to increase profits.HR will also be responsible for providing tellers with extensive training in a flake of different skills. These skills will be related to to the teller daily duties/responsibilities i. e. handle a wide range of banking transactions, such as cashing checks, accepting deposits and loan payments, and processing withdrawals. The tellers should also receive extensive training on customer service and sales lesson skills as well because they are expected to cross sell and onvince customers with retail accounts to open corporate accounts or obtain a mortgage from Mountain Bank. The sales training crucial to the tellers because it will ensure (1) that th ey have accurate product knowledge, (2) they are beaten(prenominal) with the companys sales procedures and (3) they know how to accurately fill out paperwork regarding the winning sale of the product. This process will servicing improve sales performance in the corporate accounts which are the most profitable accounts within the Mountain.Alongside finding the even off employee, the loyal soldier strategy focuses on long term incentives and benefits for its employees. Because the tellers are paid a low wage they should be offered full time employment later on a probation period. They should also be offered a benefits package which should include medical dental consonant and the option to purchase stocks within the company. executing appraisals/evaluations should determine the level of pay increase. This process will result in a great since of pride for the tellers and a strong bond between the employees and Mountain Bank.