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HR's Role in an Organization

or the Different Trailing Development Methods That Fifth Third Bank Provides
As an extraordinary bank, Fifth Third is committed to the happiness and
success of its employees. The company continues to train and develop its
employees regardless of the situation in the financial markets. The organization
makes use of both classroom lecture and group discussion method. Consequently,
with the combination of the two, employees are lectured and given an opportunity
to air their views regarding the subject under discussion. The employees learn a lot
while this training with application of development methods and are willing to share
their experiences and to find solutions to the problems affecting the organization.
For instance, the company has invested in various training and development
programs including management diversity program and cross-cultural training, and
education programs (Werner & DeSimone, 2009). The organization comprehends
the significance of addressing diversity issues with the primary objective of
enhancing their competitiveness in the industry.
However, the major challenge with diversity management is employee
resistance to change. Resistance to change is attributable to the fact that some
employees have different attitudes about other cultures. For instance, some feel
that they have nothing in common with employees from certain cultures.
Unfortunately, some workers tend to be comfortable only being surrounded with the
individuals of the same culture. Therefore, to minimize such instances, the bank is
oriented towards inclusion, respect, and engagement. Besides, the organization is
committed towards shared accountability, integrity, collaboration, and teamwork
(Whitson & Robinson, 2014).

Whether The Above Methods/Opportunities are Required or Optional
The above are methods are required to enhance the culture and value of the
organization. Fifth Third Bank values are founded on the concept that everyone
counts and everyone matters. For this reason, engagement and inclusion are
essential techniques to motivate the productive workforce at the organization. The
bank also values inclusion and collaboration to enhance customer satisfaction. In
this context, employees need to be trained on diversity issues so that the bank can
effectively compete in a global market environment.

Whether Training Is Used As A Reward Or Corrective Measure?
The training is used a reward rather than a corrective measure. As it was
earlier discussed, the aim of the training is to enhance inclusion and collaboration
among the bank staff, in addition to enhancing customer satisfaction. Therefore, the
aim of the training program is to reward workers with essential skills that allow
them

to

collaborate

and

be

tolerant to

individuals

from

distinct

cultural

backgrounds.

Incentives That Employees Get for Completing Training
There are no specific incentives offered to employees after completing tleir
training program. On the contrary, employees are entitled to various benefits
offered by the organization. Some of these benefits include profit sharing plan,
401(k) plan, employee stock purchase plan, disability insurance, supplemental life

insurance, dental insurance, sick time, and vacation purchase plan among others
(Fifth Third Bank, 2014). Providing employees with these packages improves the
interpersonal relationship, increases job satisfaction, and reduces the waste of
capital and absenteeism. Likewise, it reduces turnover rates and consequently
improves the performance of the organization.

Analysis of the Different Components of the Organization's on Boarding Training
Escellent customer on-boarding remains a significant challenge for many
financial institutions. The banking industry exhibits few opportunities to engage with
potential customers, boost new account balances, and increase their share.
Consequently, Fifth Third Bamk aims to invest in diversity programs to ensure that it
captures customers from distinct cultural backgrounds and at the same time to
enhance their experience with the bank. Apart from training employees on
embracing diversity, the company should also focus on other topics such as the use
of technology to expand customer experience, how to use social media platforms to
engage and reply to customer queries promptly, and how to grom the bank
customers by providing them with excellent customer service.
In addition to on boarding, the organization new employees are exposed to
job rotation and mentoring. Through mentoring, new employees have significant
insights regarding the operation of the organization from experienced workers.
Conversely, job rotation ensures that employees are exposed to various functions of
the organization. The primary objective of rotation is to address boredom and
guarantee direct interaction among employees and boost their working working
relationships. The organization often prepares the new staff to embrace distinct

standards and styles of operation that differ based on superiors. The company also
makes use of personal coaching method where employees are taught by the
organization managers on the new perspectives regarding their behaviors and
interactions. Additionally, through personal coaching, the workers are taught how to
obtain inner resources including passion, commitment, and motivation.
Other organization's training and development practices that might be
employed to further support employee development involve sensitivity training,
case study method, and role playing method. The latter role allows them acquiring
various skills such as negotiating, interviewing, performance appraisal, grievance
handling, and effective communication strategies. These skills are essential in
selling bank services, improving service delivery, and enhancing employee working
relationship. Sensitive training is also important, because it provides employees
with an opportunity to speak out their minds in a more honest and open manner.
Each member of the stuff learns to accept criticisms through this training.

HR'S ROLE IN AN ORGANIZATION
Fifth Third Bank. (2014). Employee benefits. Retrieved from Fifth Third Bank US
https://www.53.com/doc/misc/325563-ebb-6-27-12.pdf
Werner, J. M., & DeSimone, R. L. (2009). Human Resource Development. Mason OH:
South-Western Cengage Learning.
Whitson, P., & Robinson, J. (2014). Third Bank's journey: One Of the inclusion and
engagement. Gallup. Retrieved from Gallup
http://www.gallup.com/businessjournal/169016/fifth-third-bank-journey-oneinclusion-engagement.aspx