Human Resource Management

Develop a human resource management structure which will help align the organization structure, people, and processes with the organization’s future growth and profitability objectives.

• Position Descriptions - Guide the position description process.  The position descriptions will be developed in line with the requirements of the “Americans With Disabilities Act.”  Bank staff will work with us to revise or write the specific position descriptions.

• Career Paths - Assist with revising or developing career paths in all major work areas.  This will demonstrate to Bank staff the opportunity for upward mobility based on the individual’s skill level.  An example would be position descriptions for Customer Service Representative Trainee, Customer Service Representative and Senior Customer Service Representative.

• Responsibility Grades - Develop and recommend responsibility grades for each position.  This will define the relative skill level, authority and responsibility of all positions within the organization.

• Salary Ranges - Recommend the appropriate salary range for each responsibility grade based on salaries paid for similar positions in your market area.

• Goal Setting - Distribute goal setting forms and provide direction in establishing quantifiable goals for all positions which focus on increased customer service, quality control, productivity and profitability.  This will increase the awareness of each member of your staff that their day-to-day decisions have an impact on customer service and bottom line profitability. 

• Review Goal Setting Forms - Review all of the goal setting forms completed by the officers and employees and make recommendations on each goal concerning refinements that should be made.

• Goal Referral Training - Provide training for supervisory level personnel on how to assist their staffs with goal refinement.  This will develop the methods to quantify goals, outline the procedures to attain goals, and establish the criteria to determine whether goals have been attained.

• Referral Program - Help to establish a Bank-wide referral program.  By involving all staff members in this program, we demonstrate that everyone has the ability to help the Bank grow and prosper.  Referrals are opportunities for customers and non-customers to purchase new or additional services from the Bank.

• Performance Evaluation - Review the current performance evaluation format and conduct training for supervisory level personnel.  The training will emphasize the importance of developing each individual’s goals to enhance the attainment of sectional, departmental, and Bank-wide objectives.  Demonstrate the techniques for providing constructive feedback and the difference between performance evaluation and counseling.