The Global Financial Crisis and The Regulation of...

Lessons of GFC for the regulation of Investment Bank Investment Banks enable individuals, institutions such companies, governments to raise capital by offering underwriting services or working as an agents of the client in offering securities or in both roles. Investments banks play a very important role in stimulating investments in the United States both from individuals and corporate. The global financial environment has over the last decade experienced enough changes as can be witnessed from the key economic indicators. These changes have significantly impacted various stakeholders such as financial markets, money markets, capital markets and the general micro and macro economics players. Countries have been hit by recession and†¦show more content†¦The investment banks changed some of the products that they were offering to the market especially those which were considered highly risky. These are the products which were blamed as have led to increased speculations among the consumers. For example some of the derivative products that were in the market prior to the financial crisis have since been discontinued because they were highly risky and that over exposed the banks to higher level of risk. Lessons of Global financial Crisis for the financial products created by investment Banks. As mentioned above, some of the products that were being offered by the investments banks prior to the global financial crisis overexposed them to financial risks such liquidity risk. For an investment banks to be successful, they need to always predict the financial patterns and opportunities and then put in position resources so that they use these opportunities in the best possible ways. Following the global financial crisis and other challenges that have affected the financial sector, investment banks have employed revenue diversification trend. Traditionally, investment banks used to offer their customers variety of services such as retail and investment fund management, money lending, securities services and structured finances. Currently, investment banks have changed their business focus and doShow MoreRelatedThe Global Financial Crisis And The Crisis Essay1244 Words   |  5 PagesIntroduction The Global Financial Crisis, also known as The Great Recession, broke out in the United States of America in the middle of 2007 and continued on until 2008. There were many factors that contributed to the cause of The Global Financial Crisis and many effects that emerged, because the impact it had on the financial system. The Global Financial Crisis started because of house market crash in 2007. There were many factors that contributed to the housing market crash in 2007. 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What is Nursing - 885 Words

â€Å"Nursing is†¦Ã¢â‚¬  Nursing has been a field in which new rules are being constantly enforced. It is also a field that requires the nurses to constantly review their material in order to be current with the changes in health profession. Nursing has always been around, but in different standards. Nursing began as a basic care and then it gradually expanded into a more critical and in-depth care. There are several definitions of what nursing is, but in my own perspective, I think nursing is the act of caring, comforting, respecting, and disciplining caring for an individual. To begin, the first most important point of what â€Å"nursing† is caring. Care giving is one of the most essential parts in the health field because it helps people to regain their strength and to improve their health. 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Implement Liberal Immigration Policies †Free Samples to Students

Question: Discuss about the Implement Liberal Immigration Policies. Answer: Introduction: The aim of the assignment is to create a talent management plan for HSBC Bank Australia to align their current practices with the best practices of the banking industry. The assignment has two sections which delve into the banking sector of Australia and its best practices in detail. The first section points out the three sub factors impacting the HSBC bank while the second section contains steps of talent management. The talent management section outline ways in which the international bank can acquire and manage talents to retain its position in the banking industry. The three most important sub factors in the banking industry in the field o talent management are the knowledge economy, globalisation and skill gaps and structural employment. These three most important factors can be linked to key factors driving organisational and economic changes like demographic factors, technological factors and economic factors. These factors play a very significant role in talent acquisition and management in international banking organisations like HSBC Bank Australia. The three important sub factors and their relation to the key factors are discussed as follows: The developed knowledge economies like Australia and their international banking institutions like HSBC Bank Australia consider knowledge as an important form of capital. They emphasise on talent acquisition and retention to maintain their strategic position in the market. HSBC Australia is a subsidiary of the leading British international bank chain, HSBC Bank(Globalconnections.hsbc.com. 2017). The banking industry is undergoing massive changes owing to technological changes which have made it possible for banks to acquire, manage, share and hold an almost endless body of knowledge. The demographical factors affecting the banking industry particularly in Australia shows that as the standard of life and health care facilities allow employees to postpone their retirement. They serve HSBC Bank for longer tenure which allow the bank to form long term business strategies where it can utilise the talented senior employees. Another factor which is strongly influencing knowledge management and talent retention is technological advancements like telecommunication and digitization(Gungor et al. 2013). These advanced technological help HSBC Bank to communicate with business partners all across Australia, gain knowledge from and coordinate between employees stationed in geographically dispersed location. This advanced technology and communication facilities help the banks to integrate the talents of both on role and outsourced employees to attain greater business excellence and business performance. Thus, factors like advancements in technology and demographical factors like increasing working age among people have resulted in more extensive knowledge management and talent acquisition at HSBC Bank Australia(Natek and Zwilling 2014). The banking industry and its practices in Australia are influenced deeply by globalisation. Globalisation has demographic, technological and economic implications on the working of HSBC bank Australia. The demography of Australia toady consists of immigrants from all the leading market nations in the world like the US, the UK, Canada, India, France and China. As a result HSBC Australia can use human resources from these countries to attain high level of work place diversity performances and organisational excellence(Mortimer et al. 2015). This diverse work culture and talent acquisition from various countries results in acquiring diverse knowledge which encourages innovation in the banking practices followed by the international bank in Australia. However, this availability of human resources from several host countries of HSBC has its own challenge and impact on the banks operations. Its diverse groups of employees have increasing expectations from the management which is compelling the take steps to control issues like cultural bias and conflicts among different cultural groups of employees. The advancements in technology has helped the bank to form virtual teams to which motivate employees from diverse cultural backgrounds to achieve high level of performances(Akinnusi, Sonubi and Oyewunmi 2017). Skill gaps and structural unemployment: The banking organisations of Australia like HSBC Bank Australia is experiencing gaps in skills and structural unemployment which is the outcome of change in demographic, technological and economic trends in Australia. The people in Australia owing to improve standard of lives work till longer tenure which allows the organisations like NSBC Bank Australia to utilise their talent for longer periods. Thus the organisation has huge talented workforce whom it has to allocate in strategic job areas(Connell and Stanton 2014). This failure to provide sufficient jobs to this growing population of employees creates large scale structural unemployment. Technological factors like advancements in banking methods and advent of online virtual banking in the banking sector requires the bank employees to have deep knowledge about latest banking technology. This requires often renders senior employees of HSBC Bank Australia without technical knowledge employed. The demographic factors of Australia lik e longer work tenure of employees prevents the bank from conducting career palknni8ng for the junior employees. The bank loses considerable portion of the work force due to this structural unemployment. The bank has resorted to re-skilling and peer to peer training to bridge these increasing gaps between skills like technical skills among old employees and strategic unemployment(Wright 2014). The above discussion shows that HSBC Bank in Australia suffers from three main issues, namely, advent of Australia into a knowledge economy, globalisation and gaps in skills and structural unemployment. The factors have significant impact on the talent acquisition and talent management of the international bank in Australia. The following are the steps to talent management for HSBC Bank Australia to solve these issues aligned with the best practices in the banking industry: HSBC Bank should align its total work force according to the business needs and the industry best practices. The bank is one of the best international banks in Australia and around the world which is recognised for its acquisition and management of talented employees. The increase in the tenure of the employment of employees will help the bank to use their knowledge and talent for longer period of time. The apex management, the departmental heads and the human department should align the employees according to their specialisation and area of expertise(Jackson, Sibson and Riebe 2014). For example, the younger employees could be allocated to sales and customer acquisition since they have knowledge about latest technology in banking and can use it as unique selling proposition to attract customers. The experienced senior employees can be allocated towards senior positions where they can utilise their knowledge and experience to lead their subordinates. This would also give opportunity to the company to train its junior employees to fill in the gaps of the senior employees after the latters retirement and minimise loss of knowledge due to resignation of experienced employees. This alignment of employees towards business needs would bring about career development and retention of both groups of employees(Basili et al. 2014) Create highly skilled pools of internal talents: The senior managers and the human resource departments should create a pool of talented employees who would contribute towards business development of the international bank. The senior managers and the human resource department should provide training to the employees to develop- their competencies and skills as bankers. There should be training sessions which would develop the knowledge of the employees about the best practices of the banking industry, law and customer relations. These trainings will enhance the competencies of the employees and help them to serve the customers better. The banking industry is dependent on the skills and competencies of the employees to offer financial services according to the requirements and expectations of the customers. Training would enable the employees to serve the customers better and yield high revenue for the bank. Thus creating a pool of talented employees would enable the banking organisation to deal with issues like structural unemploy ment(Silberman and Biech 2015). HSBC bank should create a performance linked payment scheme which would recognise the high performances of the employees and provide them with legitimate compensation packages. The company should first provide training to the employees to upgrade their skills and then apply the PLP scheme. The scheme would motivate the employees to over achieve their target levels of performances to get higher salaries and recognitions. This will also help the human resource departments to judge the performances of the employees while considering their appraisals and promotions. PLP would also help the bank to terminate poorly performing and irresponsible employees. This will leave posts vacant giving scope to the bank to acquire talented and highly skilled employees to maintain best practice standards prevalent in the banking industry(Zaleha Abdul Rasid, Ruhana Isa and Khairuzzaman Wan Ismail 2014). Thus PLP would help the bank to encourage the employees to increase their competencies, knowledge and talents to achieve high performance levels. These high levels of performances would enable them to gain promotion, career development and job satisfaction. This will help HSBC Bank Australia to retain and manage talented employees to achieve high market performances in the competitive bank industry. HSBC Bank Australia should exercise efficient management of knowledge within the organisation. The employees of all levels of the organisation should have access to certain extent with prior approval of the reporting managers. This would on one hand increase the level of knowledge and expertise among employees and prevent unauthorised access and misuse of data on the other hand. Conclusion: HSBC Bank should manage its human resources more efficiently to maintain its dominance over Australias financial market. It should give emphasis on making policies to ensure that the employees are motivated to perform and bring about their career growth. The policies and parameters to measure the employee performances should be aligned with the organisational goal. References: Akinnusi, D.M., Sonubi, O.O. and Oyewunmi, A.E., 2017. Fostering Effective Workforce Diversity Management in Nigerian Organizations: The Challenge of Human Resource Management.International Review of Management and Marketing,7(2), pp.108-116. Al-Zahrani, A.A. and Almazari, A.A., 2014. The impact of affective human resources management practices on the financial performance of the Saudi banks.Review of Integrative Business and Economics Research,3(1), p.327. Basili, V., Heidrich, J., Lindvall, M., Mnch, J., Regardie, M., Rombach, D., Seaman, C. and Trendowicz, A., 2014. GQM+ Strategies: A comprehensive methodology for aligning business strategies with software measurement.arXiv preprint arXiv:1402.0292. Bassett?Jones, N., 2005. The paradox of diversity management, creativity and innovation.Creativity and innovation management,14(2), pp.169-175. Connell, J. and Stanton, P., 2014. Skills and the role of HRM: towards a research agenda for the Asia Pacific region.Asia Pacific Journal of Human Resources,52(1), pp.4-22. Globalconnections.hsbc.com. (2017). Talent Management HSBC Global Connections. [online] Available at: https://globalconnections.hsbc.com/united-kingdom/en/topics/talent-management [Accessed 31 Aug. 2017]. Gungor, V.C., Sahin, D., Kocak, T., Ergut, S., Buccella, C., Cecati, C. and Hancke, G.P., 2013. A survey on smart grid potential applications and communication requirements.IEEE Transactions on Industrial Informatics,9(1), pp.28-42. Jackson, D., Sibson, R. and Riebe, L., 2014. Undergraduate perceptions of the development of team-working skills.Education+ Training,56(1), pp.7-20. Mortimer, G., Neale, L., Hasan, S.F.E. and Dunphy, B., 2015. Investigating the factors influencing the adoption of m-banking: a cross cultural study.International Journal of Bank Marketing,33(4), pp.545-570. Natek, S. and Zwilling, M., 2014. Student data mining solutionknowledge management system related to higher education institutions.Expert systems with applications,41(14), pp.6400-6407. Silberman, M.L. and Biech, E., 2015.Active training: A handbook of techniques, designs, case examples and tips. John Wiley Sons. Wright, C.F., 2014. How do states implement liberal immigration policies? Control signals and skilled immigration reform in Australia.Governance,27(3), pp.397-421. Zaleha Abdul Rasid, S., Ruhana Isa, C. and Khairuzzaman Wan Ismail, W., 2014. Management accounting systems, enterprise risk management and organizational performance in financial institutions.Asian Review of Accounting,22(2), pp.128-144.

The Sweet Side of Bittersweet free essay sample

After 21 years of marriage to the United States Air force, my family has lived in and experienced a variety of communities and cultures. My Father, a now retired lieutenant colonel, has served the air force his entire adult life. Attending Nursery in Texas, Preschool in Alabama, elementary school in New Mexico, Middle school in California, ninth and tenth grade in Alabama, and eleventh and twelfth grade in Fayetteville, Georgia has molded me into quite an adaptive individual. Despite all the amazing aspects of living as a daughter of the air force, moving has made it bittersweet. Tears, stress, and a dash of excitement engraved the moving days into my memory. As the last box was crammed into the moving van, we said goodbye the dear friends that have made our time at that base so special. Although the goodbyes hurt, they forced us to trust that God had a plan, a plan for us to Prosper and lift us up. We will write a custom essay sample on The Sweet Side of Bittersweet or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page And as we pulled into our new home after several claustrophobic hours in the car, the restless little butterflies occupying my stomach reminded me of the new beginning that this home offered. New friends, new schools, new churches, new communities, and entirely new cultures proposed a chance for me to learn more about myself, and encouraged me to reach out to those who have to experience new for the first time. Attending college in the fall of 2013 will be yet another new for me, and I look forward to the chance to reach out to the fellow freshmen and offer a chance to make this adjustment together, because the first new ought to be a good one.