Anna Chernyshova Constance de Patoul Francisco Catarino Irina Malinovskaya Miguel Saraiva

1- Introduction and contextualization - Companys description - Environements description 2- Employee Resourcing - Recruitment - Selection - Incorporation

3 - Team, organizational development and personal development - Organizational Development - Personnels development and training - Recruitment and retention of professionals - Social services and extra labor activities 4- The separation - Staff turnover - Benefits & Costs in the long and short term - Dismissal management
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1.1. Company description

Crdit Andorr Group is Andorras leading financial group Financial company created in 1949 Mission to establish lasting relationships with its clients based on

professionalism, rigor, trust and ethical behavior.

Vision Orientation to customer, innovation and quality

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Corporate social responsibility policies

Business range:

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Basic organization of the bank :

In this department we can find the Human resources department which is divided in two: - Compensations and benefits - Development and formation

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The company is living an ambitious expansion process

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1.2. Environment description

The global financial environment of recent

years has been, at least, complex Financial crisis

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STRENGHTS
- Country tax advantages - Strict self-regulation that ensures safety and soundness of national banks - Bank secrecy

WEAKNESSES
- Banks saturation with government debt. - Defaults increase due to the economic slowdown in the market.

SWOT analysis

OPORTUNITIES
- New markets in South and Central America and Eastern Europe. - Harnessing new technologies applied to banking. Smartphones.

THREATS
- European pressures to reduce fiscal disparities between countries - Estate default

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RECRUITMENT

SELECTION

INCORPORATION

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Various reasons to start recruiting:

Vacancy

New position

RECRUITMENT
Additional support various font:

Headhunters Temp. Work Agencies Agencies

Direct contact
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SELECTION
CV Filtering:
-Required competences and abilities (organization, teamwork, client orientation, commercial orientation, communication) - CV analysis - Recommendations - Social networks

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Support to the new worker during the first weeks

There is no specific welcome program

INCORPORATION
Locals: Locate the worker in the office he prefers

Foreign worker Help finding a home, school for the children

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3.1 Organizational development

Evolution and progress staffs effort and dedication Enthusiasm and identification with groups corporate culture Some goals to meet every year New IT platform eLearning Internationalization process Foreign languages training Opportunity for the employees to have an international career Integration of staff with some kind of disability
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3.2. Personnels development and training

Professional development first the Crdit Andorrs employees 3 players: the individual, the HR Department, managers Managers continuous training on the management of the performances system and the retributive system

Training plan every year

Individual and group training comes from 3 sources:
Banks multi-yearly strategic plan The translation of the strategic plan into goals by area The results extracted from the performances management system

Training course for the prevention of money laundering and for combating financing terrorism
Training for the asset operations management good judgment when approving or denying an operation Training on prevention of labor risks and environmental issues
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3.3. Recruitment and retention of professionals

Encouragement of permanent job contracts 100% permanent job

contracts
Average time working in the bank 15 years

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3.4. Social services and extra labor activities

Key elements of the HR management are the creation of

a stable and quality employment and professional satisfaction

Social perks and tools to have a balanced working and personal life Social perks: comprehensive medical and health insurance, special

conditions, banks products, etc.

Employees working at least 3 years in the bank opportunity to

acquire Crdit Andorr shares (currently 21%)

Teambuilding extra labors activities: intercompany games, Interbank

golf championship and dinners

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Small rate

Staff turnover

Internal turnover: promotions Moves of people within the same area

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Involuntary separation is in long-term a benefit rather than a cost

Bad image and reputation. Compensation, selection and training costs etc.

Long-term benefits

Short-Term Costs

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Dismissal management
Workforce reduction
1st temporal workers Warnings Alternatives Dismissal

Relocation
Emotional support Helping in the search of a new job
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Crdit Andorr Staff is not only responsible for recruiting exhaustively the most suitable for each position, they also try to accommodate them in order to obtain the best performance. We believe that maintaining a good relationship with the workers is vital to the success of the company and Crdit Andorr knows how to achieve it. One of the most obvious failures of the company in terms of recruitment and HR management is the absence of a specific host plan. Our proposition (for positions other than senior management) would consist of assigning a "mentor. Even with this small gap, we have found that Crdit Andorr is a company involved with their workers and, in particular, with the management of employment.
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THANK YOU FOR YOUR ATTENTION