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Situation Analysis Sample 1

The case is about Dismissal of Martin Smith who worked as a Vice-President, Regional
Sales at central bank. He works with the bank for 30 years. There are various reasons for
Dismissal.
Some of them are as follows-
 Lack of appropriate relationship with colleagues in other SBUs
 Turnover among the lowest in the segment
 Didn’t enforce critical sales process/disciplines
 Incomplete integration of new segment
 Inability to make tough people calls
 Ranked last in the region
 Unpopular decisions

Situation Analysis Sample 2

The Central bank had to let go Mr. Martin Smith due to various reasons like lack of enforcement of
sales process/discipline, poor teamwork between segments, blaming others for the lack of success
etc. Although these signs were visible for a very long period the decision to let him go was taken late
as Mr. Martin Smith was a part of the organization for a very long time.

The organization now needs someone to work on the bank's operations according to the Vision,
Mission, and Values of the bank. Also, they want someone who can replace weak performers,
develop a disciplined mentality, and can build relationships and work closely with other divisions to
help the company thrive.

Situation Analysis Sample 3

The case talks about the central bank, whose regional Vice President had recently been let go, and a
new regional Vice President had to be selected for his replacement. Three candidates had been short-
listed for that purpose, one internally and two externally. The HR management had to decide whom
to select as the new regional VP.

Martin Smith was the former VP who was let go because of various reasons such as the need to be
liked, lack of making tough calls, poor teamwork between segments, etc. The selected candidates
should be such that they should be able to make tough calls, manage teams from all segments, and
various other skills.
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Problem Statement Sample 1

The objectives to hire someone who is a turnaround expert, follow a more disciplined approach.

Problem Statement Sample 2

l bad habit administrator has as of now surrendered at a Central bank in Toronto and that they need
some other man or lady who could be similarly just about as incredible and proficient as he becomes.
Three able applicants had been short-ordered. One applicant is being settled on inside, the elective
two remotely. Each of the three candidates are really equipped for the arrangement, making it a hard
choice for human helpful asset the board to choose the right one. The expertise and qualifications of
every up-and-comer are assessed for the length of the paper, to help verify that the legitimate
decision must be made.

Problem Statement Sample 3

The primary objective is to recruit a candidate for the position of a vice-president who will
demonstrate leadership in designing and executing sales decisions and prove to be the “succession”
candidate.
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Criteria Sample 1
1. Leadership: The candidate must be able to create new teams, hire good people and keep the
team motivated.
2. Teamwork: Candidate must be able to maintain relationship with other teams.
3. Communication and Interpersonal skills: Candidate should have good communication and
Interpersonal skills which is necessary to maintain relationship with employees as well as to
generate business.
4. Business Process Improvement: Candidate must be able to turnaround the business and
increase profitability.
5. Expertise in Retail Sales Management: Candidate should be skilled and capable of delivering
results to the firm.
6. Value System: Candidate vision and beliefs should be inclined towards companies’ vision
and missions to avoid cognitive dissonance.
Criteria Sample 2

Central Bank must consider the following characterstics while making a decision:

1. Develop, communicate and manage an aggressive regional sales plan

2. Be involved in the community
3. Build a customer-focused, high-performing sales teamn
4. Focus on growth, profitability and customer loyalty
5. Create defined roles that employees understand
6. Ability to lead employees through organizational change
7. Develop close relationships with local leaders of all customer segments
Criteria Sample 3

7. Build new teams and exit people that can't deliver – The person has to make new teams, that
has diverse set of skills and background for making effective teams and should also remove
the people who are not able to contribute to the organization in value addition and lagging the
bank behind.
8. Recruit people who can deliver and have the required values – We have to bring that kind of
people to the bank who are skillful and can deliver to the bank and whose values align with
the values and vision of the bank.
9. Buy-in into new sales processes/Value of a more disciplined approach – Should be able to
restructure the traditional ways the bank is currently using and implement new sales
processes which are more up to date and disciplined.
10. Employing a person who can build trust/relationships with other segments – Should be able to
build trust among the workers to make them feel at ease at work and be approachable to
others for enhancing the relationship of the employees and management.
11. Candidate responsibilities – The candidate must fulfill the duties entrusted to them despite the
external and personal factors that may influence them.
12. Candidate skills and knowledge – The selected candidate should possess the required skills
mentioned in the case and have the knowledge demanded by the role.
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Options Sample 1

1. Charlotte Webb: Charlotte Webb is an internal contender. She has been working with
the Central Bank for many years. She was in charge of a number of critical projects. She
has been a top employee from many years and has a very strong profile. She has worked
with World bank previously, is already comfortable with the culture of the bank and it
would be very easy for her to understand the internal dynamics and build relationships
due to her strong network.
2. Scott Warren: Has executed turnaround of a small but lucrative territory, moved the area
from the last to first place in just 15 months. Exited employees who were not productive
and increased sales volume. Although, he was a little vague about his past work
experience in Australia and was a bit condescending and arrogant which can be an issue.
3. James Skinner: James Skinner had a track record of turning around underperforming
units at his old bank, although the reason of him leaving the last job was not clear. There
were also doubts about whether he would be able to adjust to the culture of Central
Bank.

Options Sample 2
The organization has shortlisted the following three high-potential candidates for the position of VP.

1. Charlotte Webb: An internal, highly energetic candidate, who is very positive, a big-picture
thinker and has a can-do attitude, and is eager to learn. And she is intelligent, has superior
analytical and strategic skills. She also has excellent knowledge of financial needs and
delivery preferences.
2. Scott Warren: Currently working as a VP, Retail bank. He is an exceptionally bright,
versatile player, result-oriented person. He has experience in the Customer Relationship
Management and Risk management domain. He is a key contributor to bank initiatives within
his division and across the bank and also designed a recruitment process adopted by the rest
of the bank.
3. James Skinner: Currently working as a District VP in the Northern Bank. He is mature,
honest, down to earth and a good communicator. He is good at managing and motivating
people and is a team player. His work focuses on employee satisfaction and customer
satisfaction.
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Evaluation of Options Sample 1
Based on evaluation criteria we highlighted the points which are in Favour and Against
of candidates as below
1. Charlotte Webb

In Favour:
• Key Contribution in sales management and tracking systems in use
• Good influencing skills across departments
• Quick thinking ability helps in taking complex decisions easily and quickly
• Very successful in developing strategies
• Had long term perspective
•Very Principled

Against:
• Minimal front line experince
• Five months pregnant and it is not clear how long a maternity leave she would require

2. Scott Waren

In Favour:
• Driven and result Oriented
• Executed turnaround of small but lucrative territory from last to first place in 18 months
• Worked closely with customer relationship programmes
• Increased sales volume by 60% & contributed in significantly increasing profitability
• Exited and redeployed sales staff

Against:
• Not a very good listener
• Vague personal accomplishments in Australia
• Overly ambitious and political – description by a former peer
• Intellectual arrogance – overpowering nature

3. James Skimmer

In Favour:
• Key strength – People Management
• Good track record of turning around units efficiently
• Result oriented
• Focuses on teamwork and understands how customer satisfaction is linked to employee
satisfaction
• Strong resource utilisation skills
Against:
• Lack of clarity over his ability to take necessary tough stand
• Personal issues – Illness of wife
• Lack of analytical depth

Evaluation of Options Sample 2

In order to select the most deserving candidate for the Vice-President position, it is important to
go through various aspects of their personality, knowledge, achievements and qualifications of
the candidates that are shortlisted in the process of recruitment. The hiring criteria that are
important for the hiring decision are mentioned as follows and the candidate are ranked from
scale of 1-3.

Hiring Criteria Charlotte Webb Scott Warren James Skinner

Leadership 2 1 3
Communication 1 2 3
Skills
Knowledge 2 1 3
Interpersonal 1 3 2
Front line 3 1 2
Experience
Adaptability 1 3 2
Meeting Targets 1 2 3
Cooperatives 1 3 2

Evaluation Sample 3
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Recommendation Sample 1:

The best option available after analyzing the above table and all the situations is to hire
JAMES SKINNER. He kind of excels in all the departments that we have used for
evaluating. He leads by a big margin in all the areas except some. He excels in the
department of Leadership and Communication skills and others as well. Here are some of the
pros of JAMES SKINNER.

• Great interpersonal skills

• Contributions to Community
• Experienced in the banking industry
• Increased sales capacity by 95%
• Good leadership skills
• Encourages and excels at teamwork

Recommendation Sample 2:

After a thorough evaluation of all the available options, the best candidate should be
Charlotte Webb. Based on her CV, strong points mentioned in the profile etc. she is the right
fit for the job, has already worked for Central Bank for many years and if a promotion is not
given to her at this point there is a high chance of her leaving the Bank for a competitor. The
bank cannot afford to lose an asset like her.
Also, she is already a good fit for the bank and has adapted to the work culture. It would be
easier for her to build a network compared to the other two candidates. Also, giving an
internal promotion would also motivate other employees.
Additional Reasons:
 She is very dedicated to her work.
 She received high performance ratings for the past six years.
 She is also very aware of the bank's values and vision as she is working in the bank
for the past six years.
 She provides growth opportunities and encourages people to improve their skills.

Recommendation Sample 3
On the scorecard, Charlotte scored 428, Scott scored 317, and Skinner scored 365. basically
dependent on the impacts of the scorecard, Charlotte is a suitable contender for this job.
Despite the fact that she actually needs to improve her forefront appreciate, this will now not
be indispensable difficulty since she will take the mission and is now familiar with the pay
way. Charlotte has been working for basic bank given that 1998 and has fabricated
phenomenal connections all through the monetary foundation, and acquired an enormous
measure of ability roughly the merchandise and contributions essential Banks gives. She is
now familiar with the hierarchical subculture and upsides of the enterprise. The VP deals job
would be a spotless progress for her vocation. Furthermore, an important monetary
foundation wants to hold her. she will actually want to give extraordinary tutoring and
training capacities to foster the business' capacities and make progression making
arrangements so the monetary foundation could have a prepared skill pool for future
openings.
Jim Skinner got the second-most extreme rating. He may be the right contender for the VP
pay position; however, taking into account that he went through extra than 30 years in similar
organizations, it very well may be difficult for him to adjust to another culture. Jim has great
abilities and aptitude around retail banking and is an extraordinary team specialist. He is a
functioning member in network sports.
Scott Warren was given the base score on the scorecard. Notice that he has a dazzling revel in
and artistic legacy. In any case, considering his distribute become no longer than years, it is
miles difficult to follow his accomplishments. Nonetheless, his egotistic persona would be a
problem in organizations where the gathering environmental elements are basic. He interfered
with the questioner eventually in the meeting and affirmed that he wanted to talk instead of
concentrating. He won't give FICO ratings to other people and is respected to adore a one-
individual or lady show. He is an extraordinary pay director, however he may not be the right
contender for this position.
Recommendation Sample 4
The best available option after analyzing all the candidates is Charlotte Web. Below are some
of the reasons,
1. She has the attributes and the potential the Central Bank is looking for Trust,
Teamwork, Relationship Builder and Customer focus
2. Numerous Awards and High-performance ratings
3. An insider who knows the culture of Central Bank well
4. Scored Highest on Employee Commitment Index