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下面为大家整理一篇优秀的assignment代写范文- Operations of ANZ bank，供大家参考学习，这篇论文讨论了澳新银行。澳新银行在日常经营中表现良好，为提高经营业绩已经很好地改善了它的经营问题。尽管如此，澳新银行仍不得不在很大程度上强调社会责任，因为它的社会参与对扩大其客户群有着重要的影响，因此考虑在行业内扩大经营范围。另外，员工的积极性也是另一个值得关注的方面。必须给予表现最好的员工比其他人更高的激励，以鼓励其他人表现得比他们目前所做的更好。

The article is about the human resource management analysis of ANZ bank. The assignment uses ANZ bank as the example to state the application and effectiveness of human resource management in company operation and business development. The article critically analyses the human resource strategies in ANZ bank. The first part describes the business objects of ANZ bank and what want to achieve in future development. Secondly, use concrete examples to approve for the effectiveness of positive human resource strategies. Then, the assignment does the analysis of strategies by HR theories and evaluates the positive and negative settlement in HR management. At last, based on the existing strategies, take up the disadvantages and solution as recommendation for ANZ bank.

For the assignment, it uses ANZ bank as the target company to analyze the human resource strategy. The HR policies can be divided into cost leading, differentiation and focus. The organizational structure contains family, guided missile, fiffel tower and incubator. The conclusion contains evaluation of its policies and recommendations for how to improve the HR management ability.  From the assignment, the critically analysis of ANZ bank HR strategy can show the effectiveness of application in company management.

1. Introduction

With more than 180 years of history, ANZ Bank, the first branch of the Australian Bank, was founded by George Kinnear in 1835 in London. Afterward, its headquarters moved to Melbourne in 1976 and established the New Zealand headquarters in Wellington in 1983 (Eslake, & Bank, 2011). It operates businesses in 34 markets around the world and has representative offices in Australia, Asia, Europe, America, and Eastern Central. As the logo of ANZ, a stylized three-petal lotus, representing Australia, New Zealand, and Asia, symbolizes that the bank will unite with customers in all regions to grow together. Now, ANZ is not only one of the largest Australian banks, but also be the largest banking group in New Zealand as well as in Pacific; it has become the top 50 banks around the world.

As one of New Zealand's most substantial profit and asset companies, ANZ's clients cover individuals, families, all sizes of companies and farms. It provides personal loan, insurance, investment, and retirement plan advice rather than supplies professional consulting services to clients based on their stage of development. From online to offline, its products and services are everywhere (Whitmore, 2010). The organizational structure of ANZ is composed of eight departments under the CEO as Education & Learning, Account Management, Member Engagement, Advocacy & Professional Standing and international Development, Advocacy & Professional Standing New Zealand& the Pacific, Marketing& Communications, CFO Legal Technology, and People& Culture (ANZ bank official website).

Company objectives

The purpose of this paper is to study how ANZ Bank achieves its strategic goals with the support of its human resources strategy. The company objectives can be defined as a thing aimed at or a goal of a company from short-term to long-term (Steffani, 2018).

The main object of ANZ bank is to offer the best financial services to its customers better than its competitors and provide services what are affordable to the common customer. The customer service could be the basis of bank development. For the shareholders, utilize the available resource so as to increase returns with an aim attracting more investors. Building stable investor relationship can bring sustainable developing and reduce the financial risk. The ANZ bank also organizes social activities to take part in offering social responsibility to the community. On the other side, ANZ bank improves their level of technology so as to remaining more competitive among its rivals to follow up the internet changing and improve customer satisfaction.

2. Business Strategy

The action or strategies adopted by the company can enable it to have a competitive advantage over its competitive firms. It seeks to exploit the company assets and direct them towards achieving the needs of the customers. It tries to define who are the customers of the company, the competitors of the company, the goods, and services which the `customers want to satisfy their needs and how to satisfy the requirement of the customers.

In the discussion of the business level strategy of the ANZ bank, we will be focused on analyses the following concepts, to understand how the bank does to achieve its customer satisfaction. The report will be guided by the following subheadings.

2.1 Identify and critically evaluate the business strategy

Strategy is a plan that integrates an organization’s vision, mission, goals and objectives and determines how resources will be used (Patrick M, 2004). The business strategies which are adopted by this Bank are based on achieving a sustainability framework.  Some of the corporate sustainability framework aid in business strategy and therefore align bank purpose with the material issues.

The type strategy that firm adopts has to evaluate in consideration of the SWOT analysis framework (Bank, 2011). Framework entails identifying the opportunities, threats, strengths, and weaknesses of the Company. Therefore strategies to eliminate the dangers and gaps are formulated to resolve the situation and also strategies to maintain the existing powers. About Michael Porter, who has formulated some models such as rivalry, customers, suppliers, entrances and substitutes have to be considered in strategy formulation for better performance.

Existing Business Strategies

Cost leadership

This is a situation whereby a company competes with other firms by price. The ANZ bank has implemented this kind of a strategy by fixing prices which are affordable even to the ordinary citizen (Gibson-Graham, 2014). Some of these services include the transaction banking services, electronic banking among other services is offered at a little cost as compared to the other firms in the same industry. Different strategies include differentiation, low focused costs, focused differentiation and using an integrated low-cost.

Differentiation

In consideration of this framework, the company is aimed at creating opportunities for customers and ensures sustainable growth of individual firms and the industry. Company is always aimed at achieving sustainable growth in every region in it operates and which any affect the company performance. The extension is based on bank returns and increase of the customer base. These two factors have to be considered as it's done by the ANZ bank so are widen up the scope of its operations.

Focus

The involvement of the ANZ bank in social responsibility has led to an expansion of the customer relationships and increased the connectivity with their communities and also supporting a diverse and inclusive society in where every individual in the nation will participate. This entails adapting to the changing expectations of the stakeholders, the maintenance of high standards of conduct and having a clear understanding of the social and environmental impacts of lending decisions. The ability of a firm to cope up with the changing state of the economy regarding technology makes the ANZ bank to be competitive in the market.

2.2 Evaluation of existing business strategy

The implementation of the above strategies has led to the development and growth of the ANZ bank naturally. This has been achieved through social responsibility whereby the customers are educated on formal and informal ways to learn the development of the Bank.

Formal development and growth measures

• The implementation of the above strategies has led to improvement in skills and knowledge which is learned via online and helps the individuals in the organization gain competency training.

• Have also made them acquire relevant skills in coaching and monitoring through interaction with the society.

• Gaining knowledge on industry accreditation and professional development.

Informal development and growth measures

• Increasing experiences on projects and the job activities.

• Ability to share knowledge and social collaboration.

• Be contributed to partnering with leading institutions where the main focus was to build strategic capabilities in the major part of the Bank such as leadership, risks, and sales.

• Developing a world-class talent management program which is targeted on the development of high target potentials by obtaining the relevant skills and experience which is required in guiding the bank towards attaining its strategic plans.

3. Human resource strategy of the company

This refers to the long-term plan in the human resource department which is aimed at achieving the objectives of an organization. This objective is based on human capital management and development of the organization.

3.1 Critically evaluate the company's current human resource strategy

Currently, the ANZ bank is recruiting this HR business partner who is to be working closely with the senior managers in implementing the bank policies and practices of those people who are in the organization (ANZ bank official website). Some strategies have therefore been formulated to guide the roles played by the Human resource in the bank.

Engagement of employees

The bank believes that motivated and knowledgeable employees involved in the decision-making process the organization will give a better service to customers and thus securing plans for long-term success of the bank. In this bank, the employee's engagement is carried out on an annual basis by use of surveys, action plans and feedbacks from the studies are reported often to the ANZ management board.

Employment conditions

The role of the ANZ bank is the provision of a conducive working environment which complies with human rights standards and business values.  Most of the working conditions in which employees work in many locations determined by mechanical instruments and agreements from the employees.

Freedom structure

Employees enjoy the freedom making decisions on whether to involve themselves in joining associations and there is no any interference in case one wishes to associate or fails to associate. It means the trust and self-decision ability could attract the employees. The environment with enough freedom can reduce the serious feeling from strict workplace.

3.2 Conduct some research on the company's experience

ANZ bank achievements (awards)

• In the year 2015, the bank was awarded the best Foreign Exchange provider, the Asia Pacific  by the Global Finance magazine

• In the year 2014, it was named As the Domestic bank of the year by IFR Asia.

• In the year 2014, it was among the top four of the corporate banks in Asia as stated by the Greenwich Associates 2014 Asian large Corporate Banking Stud Among others.

Customers

The bank was focused on meeting the customer's financial needs and delivery of services to the customer and also being a responsible provider as well as a marketer of commercial products. As the report from ANZ bank, the evaluation of the customer service has a stable feedback which means the traditional service methods have positive influence on improvement of customer satisfaction.

Shareholders

The bank ensures the financial growth of the shareholders as well as managing risks which may arise from their operations. However, for the profit of shareholders, the ANZ bank takes up a series of measures to keep the minimum margin of stockholder’s equity.

Community

The Bank is aimed at being a trustable partner in the city and also focusing on offering services to society through social responsibility. For example, ANZ bank holds regular activities for local community to advertise the company culture (Bank. C). It can be defined as the bank do the measures to help build the positive link with customer and corporations

4. Analyze the company's business strategy with the HR

Business level strategies of the Bank are aimed at gaining the competitive advantage by utilizing the competencies that it has while in Human resource strategies are aimed are designed to achieve the objectives of the bank in Human capital management and achieving development in the ANZ bank. Human resource strategies are one of the outputs of strategic management.

Both Business level strategies and the Human resource strategies are focused on ensuring high-quality service to the Customers (Kricheldorf, 2010). Human resource strategies are focused on managing the employees in the organization in Bank for high-quality service delivery while the business level strategies are based on issues regarding cost leadership, differentiation among others.

The final goal of these strategies is a customer oriented. For company long-term developing, the adjustable business strategy should be changed to suit the HR strategy which can create the more positive working environment. The suitable HR strategy can improve external competitiveness and optimize internal structure.

5. Cultural Models

Company's culture

The assignment chooses hall matching Fons Trompenacr’s as the model to analyze the company’s culture. This refers to the unique values and behaviors which determine the organizational behavior and the psychological environment, in which the business is carried out. Trompenacr’s analyses it in terms of incubators, family, eiffel tower and guided missile.

Clan culture

In this type of model it takes a family; like approach to operations. As evidenced in other kinds of models, this model is collaborative rather than being competitive against each other. Employers in this model and are always committed to their staff which finally contributes to employee’s engagement and loyal (McConnell, 2012). This type of model has been criticized whereby it is stated that it is tough for an organization to innovate for such familial environment. This type of model has been exhibited in the ANZ banks. The benefits of this model have contributed to greater teamwork to increase competitive ability.

Meritocracy

The organizations which exercise this type of model believe in the sense that the best approach is the one that wins regardless of who comes up with the idea. The main disadvantage in this model is that the employees can work better in the paper but not in .practice. ANZ bank exercises this type of model wherein its Business level strategy it involves employees engagement in its operations for better performance (Keller & Price, 2011). This is a model that has been implemented by most of the successful businesses in the world including the Bridgewater which operates with Hedge funds.

For ANZ bank, the bank chooses conservative management model which could cause the low creativity and decreasing motivation of employees. However, the simple and concrete structure matches its traditional operating culture. The company’s culture takes positive influence on ANZ bank business operation.

6. Evaluate the link between HR practices/policies/strategy with the organizational culture.

Organizational

strategy  Strategic focus HR strategy HR activities

Cost leadership Control of cost.

Ensuring stability.

Increasing efficiency.  Long-term plans on human resource.

Job specialization of the existing employees.

Improvement of level of expertise through training. Promotion of the existing employees.

Increasing the level of knowhow through training.

Differentiation Achieving sustainable growth.

Expansion of the scope of operation. Short term plans for human resource.

Hiring of experts in HR. Hiring HR for increase of competencies.

Less training

ANZ training

The bank trains its employees through both formal and informal methods. The formal method entails employees attending classrooms where can be taught the basic and adjustment in area of specialization (Molla, & Cooper, 2010). The Informal training is undertaken where the Bank hires experts to teach the existing employees about the new skills required in the Job

7. Conclusion and Implications

7.1 Implications

Human resource managers in the organization perform a number of functions. Some of these implications prevail in the following HR functions:

Recruitment and Selection

Human resources managers should ensure that they recruit the best employees in the organization. This is achieved through making a proper selection of who to employ, where to engage him and why to hire that kind of a person. The role of the HR manager is evidence in the performance of the organization. A good performance in the organization portrays that the HR manager he or she did the right recruitment and selection of the employee.

Training and development

This is one of the most important roles that an HR should struggle to perfect.  The training offer improvements in skills and development of leadership training which finally lead to company succession (Orr, 2010).  This has been a major which has been implemented by the ANZ Bank. The Bank has focused in educating and training recruits to have the relevant skills which are required in the daily operation of the bank for better performance.

Performance management

In consideration to employees’ performance, organizations provide the employees with the relevant tools required to perfect in the work they do for the organization. This portrays that, the availing of this tools to the Employees tries to show them what the organization wants to achieve in the utilization of the available means of work (Lashley, 2012).  This implies that the provision of necessary tools of work dictates the level of performance the organization is targeting to achieve. This has been a critical area of consideration by the ANZ Bank whereby, it has availed some computer and other resources with the focus of ensuring high-quality service to its customers.

7.2 Recommendations

The ANZ bank has a high performance in its daily operations and the achievements which it has already undertaken to achieve a better performance in its operations. Despite this, the Bank has to dwell much on social responsibility as wells retaining its organizational goals. Its participation in the society has a significant impact of expanding its customer base, and therefore a consideration in sector increasing the scope of operations

The motivation of the employees is also another area of concern. The best performing employees have to be given higher incentives than the others to act as a way of encouraging the others to perform better than the way they are currently conducting (Klettner, Clarke, Boersma, 2014). This lead to an increase in the number of returns since the efforts of the employees is tied to the level of performance. The consideration of the above recommendation will ensure that the company scales higher than it has been before thus increasing its competitive advantage among its competing firms.

8. References

ANZ bank official website. URL: www.anz.com.au.

Bank, A. N. Z. (2011). Adult financial literacy in Australia. Executive summary of the results from.

Bank, C., Westpac, BankWest, ANZ, Weeky, & Yearly (weekly x), et al. Which bank? Which job? Which car?

Eslake, S., & Bank, A. N. Z. (2011). The Australian Economy. Economics Society of Australia Victorian Branch Outlook.

Gibson-Graham, J. K. (2014). Being the revolution, or, how to live in a “more-than-capitalist” world threatened with extinction. Rethinking Marxism, 26(1), 76-94.

Keller, S., & Price, C. (2011). Organizational health: The ultimate competitive advantage. McKinsey Quarterly, 2(6), 94-107.

Klettner, A., Clarke, T., & Boersma, M. (2014). The governance of corporate sustainability: Empirical insights into the development, leadership and implementation of responsible business strategy. Journal of Business Ethics, 122(1), 145-165.

Kricheldorf, H. R. (2010). Cyclic polymers: synthetic strategies and physical properties. Journal of Polymer Science Part A: Polymer Chemistry, 48(2), 251-284.

Lashley, C. (2012). Empowerment: HR strategies for service excellence. Routledge.

Steffani C. (2018). What Is a Business Objective? URL:https://bizfluent.com/about-4710370-what-business-objective.html.

McConnell, P. (2012). The governance of strategic risks in systemically important banks. Journal of Risk Management in Financial Institutions, 5(2), 128-142.

Molla, A., & Cooper, V. (2010). Green IT readiness: A framework and preliminary proof of concept. Australasian journal of information systems, 16(2).

Orr, S. (2010). Post global financial crisis international business strategies. International review of business research papers, 6(4), 324-336.

Patrick M (2004). Strategy - HR fit Does it really matter.

Whitmore, J. (2010). Coaching for performance: Growing human potential and purpose-the principles and practice of coaching and leadership. Nicholas Brealey.

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