Diversity and Inclusion Policies - Unethical and Social Misconduct - Human Resource Management Assignment Help

Assignment Task :

Part 1

Corporate social responsibility and the CEO believes they have a responsibility to show leadership in the organization and wants the company to reflect this. Looking for a quality approach to building profits however in an ethical manner that doesn’t jeopardise jobs. 

Quality and different ways to do business so the bank will win on the basis of how it is producing and how it works with society and taking that very seriously. 

Cultural leader in terms of those practices. Develop along the ways the CEO is suggesting and wants to be Australia’s best bank in the long term. When you introduce this talk about the purpose, scope, methodology and outcomes. 

1. Effective performance management to ensure that individuals are performing towards their KPI’s underpinned by ethical behaviour. 

• Don’t need to worry about KPI’s just how to improve performance. 

• Transparent leadership and ethical practices

• Need to build a robust, honest, transparent and high performing environment however not at the expense of greed.

2. Advice on recruitment at entry level positions but also senior level as well

• Right people at entry level and also at the senior level, view that this strategy will then impact middle management 

• Need candidates to be change leaders who are innovative

• Assessment centres during the recruitment process that review emotional intelligence and behaviours so they align with the company strategy of high performing but also ethical behaviour

3. How we recruit people to reflect our culture regardless of gender, sexual preference and nationality 

• Change culture at the top and new ppl coming in have a range of diversity.

• Diversity and inclusion policies that affect all areas of the organization. Such as recruitment, gender diversity

Wants to maintain employment. Maybe look at royal commission summary report. They said it was unethical and social misconduct & greed and cultural factors. Unethical leadership was an issue. 
 

Part 2

Look at strategic aspect and how to bring top of the organization into issues addressed.

3 HRM practices with that will need to change in order to support and advance the organizations objectives will still reserving as many jobs as possible. 

• Workforce Planning

• Performance Management

• Learning & Development to upskill employees where jobs might reduce the impact of getting rid of employees who do not have skills within AI but upskill them instead to preserve jobs. Need to focus on innovation

There is not a lot of research into AI within banks however can look at Fintech. As there has been a progression with technology we already see an emergence of new roles that did not even exist a decade ago. Automation and Machine Learning is transforming the financial sector.

Emergence of jobs such as data scientists, business analysts, software engineers, compliance, data privacy and big data analysis, DevOps and Cybersecurity  roles. 

Macquarie said “Over the next five to ten years we expect bank workforces to change. We expect to see a significant reduction in administration, processing and low value-add activities and growth in IT functions  Reduction in process heaving jobs in the future

Workforce planning will be key in shaping the org structure of the bank over the next decade. Look at business models in finance. Disruptive Change and models on how the organisations will train employees to meet new demands. Need to look at capability of employees

Connect the demands of customers who want smarter, convenient, safer ways to access, spend, save and invest money.

HR resources and needs to support org and objectives whilst preserving as many jobs as possible. SO there will be change and a very different approach to how work is managed. How will HRM navigate the org through that. 

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