According to Miller & Norman (2019), the banking industry stands as one of the majorly grown and expanded industry in the global business practice as it incorporates and accounts for a great deal of services in the financial sector such as cash deposits and retrievals of the customers, managing the financial sources, providing financial assistance, and whatnot. Being into the most dynamic range of the business service portfolio, the industry also links to a higher risk rate as a result of unethical and illegal conduct such as robbery, frauds, etc. in the banking institutes.
The case report propounded is based on the event concerning Sally, a 24-year old serving as Bank Teller is one of the reputed banking organization. Sally, being through the diagnosis of Post Traumatic Stress Disorder (PTSD) seeks to find a new job in a similar organization vertical to develop and regenerate the learning insights.
With the aim to be placed and employed at a reputed and flexible working system along with the sense of security of the job, Sally must be in the focus to identify and utilize few strategies that could yield better results for her in the place of work.
Career development acts as a continuous process in the age of employment and professional serviceability of the candidate that aids the understanding of the role of a job and its relation to the other working methodologies. Career development theories can act as a beneficial key in the range of guidance factors and realization of the employment needs and their fulfillment by the employee within the workplace (McMahon & Patton, 2019).
In order to enable and self-reflect the personal competence and professional suitability in the field of work, utilization of career development theories such as the Patton and McMahon’s career development and systems theory, Maslow Hierarchy of Needs theory, and so on.
According to the Patton & McMahon’s theory of career development, the career function is a multidimensional framework of development that covers a holistic aspect of an individual’s career by taking into focus the area of interests, knowledge, working opportunities, and many such factors relatable to the employment or career aspirations. According to the career development theory, each individual has its own characteristic set of attributes that creates a greater rate of influence on others in the frame. The second system that follows the individual set of attributes is the social system that defines the individual influence in the group level, followed by the final system that constitutes the geographical, political, social, and economic influences (McMahon & Patton, 2019).
To involve in the case study, Sally must take into consideration, the career development theory and must apply it into the personal analysis and examination for the sake of understanding the competency and affiliation of these minute factors in the overall career development ranges.
According to the reports of the Australian Bureau of Statistics (2016), the Australian banking industry has been in the observance to be accelerating in the notice of labor demand and supply as Australian banking jobs realized that the finance sector jobs has emerged as the major provider of jobs in the recent decade profited by the provision of sound compensation and benefits.
Henceforth the greater demand-supply factor in the focus industry shows that there must be a greater level of demand and placement probabilities in the Bank Teller job in the major banks, hence convenience for the target person Sally to avail the job placement profits.
The Banking business model in a general manner involves several interconnected activities such as
Thus, in an overall manner, the business model for banking structure constitutes a multilateral vertical of service portfolio that creates the banking system as one of the most employing industry in the global arena (Wirtz & Wirtz, 2020). Henceforth, the industry finds a greater scope for demand-supply fluctuations as well and hence eases for people with experience in the same to make an easy shift into another.
To serve as a bank teller in the knowledge of the current demand and supply fluctuations, the placement plan development can assist the practical approach of the placement and job factors.
To manage and perform a flexible yet timely job placement act, utilization of a standard structure of steps and actions to be taken must be done for the sake of removal of discrepancies, and unorganized workflow.
The initial step in the process of job placement in the banking sector must be planning the job placement that includes the intake of activities and duties expected to be fulfilled in the job process. It must inherit the career interests and expectancies of the candidate from the job (Setiawan, 2018).
The second step follows the assignment of an individual or candidate to be responsible for the conduct of a specific set of actions in the targeted manner of time. For the sake of creating a non-discriminatory workplace environment, the step can also be inclusive of the customized areas of services.
The final step in the job placement plan process it to establish a due date for each work to be accomplished in a specific timeframe to eliminate the risk for unorganized workflows.
In the advent of the robust digital global transformational phases of business development and serviceability, the internet and digital integrated platforms have catered to a range of possible solutions for effective announcements and placement actions among the target population. This reveals that the use of techniques such as internal and external modes of job placement must be assessed upon (Shin, 2019).
The internal techniques of job placement can take into account the sources such as internal placement and recruitment processes, and the external techniques of placement write up the use of third-party placements, on-campus placements, advertisements, and much more alike. However, in the situation of banking placement, especially the bank teller job position requires experienced and familiar personnel for the effective conduct of the same and hence a major focus is probable to arrive on the selection of a competent professional with expertise in the handling of teller jobs, irrespective of the internality and externality of the job placement process.
For the benefit of long-term employment and its sustenance in the workplace and effective resolution of the security issues as reflected in the case study as well, the organization must seek to play an elemental role in developing flexible considerations of working as depicted below.
In order to sustain the employees for long-term in the target place, a keen focus is assumed to be made on the provision of a periodic training and development activities that could benefit the continuous growth and development of people and their knowledge about the practices applicable within and also assist the ones with disabilities to enable the upgraded level of their service within (Kossivi et al., 2016).
The installation of open communication is a vital element in each organizational practice. The banking industry as one of the high-risk industry must comply to develop an overall open system of communication among employees so as to cater to the ease of information flow and hence high built of security and safety.
One of the major factors affecting the demand-supply and also the availability of personnel in the industry depends on the compensational part of the employment (Kossivi et al., 2016). Provision of equitable compensation and pay derives a great position of competitiveness in the industry and hence attracts employees towards the servicing of the organization. Henceforth, the provision of equitable pay is essential for long-term employee sustenance.
The Banking system and industry has been observed to be a high-risk industry. In the case provided, Sally, an employee of a major bank in the target area also suffers the security and risk constraints of the banking. However, being into the diagnosis of a psychological disorder, she still finds a way to redevelop herself for the job. The overall structured occupational case report thus seeks to find the effective resolutions for Sally and others alike unmentioned, to provide and acknowledge them with a deep understanding of the labor market demand and supply factors and also the personal factors such as interests, safety, and whatnot in link with the organization or job placement theory.
Kossivi, B., Xu, M., & Kalgora, B. (2016). Study on determining factors of employee retention. Open Journal of Social Sciences, 4(5), 261. https://doi.org/10.4236/jss.2016.45029.
McMahon, M., & Patton, W. (2019). The systems theory framework: A systems map for career theory, research, and practice. In International Handbook of Career Guidance, 97-114. Springer, Cham. https://doi.org/10.1007/978-3-030-25153-6_5.
Miller, A., & Norman, D. (2019). The changing nature of banking in Australia. Retrieved from: https://patch.australiancentre.muhosting.com.au/wp-content/uploads/2018/12/D1P1_David-Norman-RBA.pdf.
Setiawan, N. (2018, October). Testing the effect of job placement and career development on employees performance. International Conference of ASEAN Perspective and Policy (ICAP), 1(1), 334-338.
Shin, S. K. (2019). The convergence of technology and welfare: Effect of the development of ICT on the work environment and job placement for people with disabilities. Journal of Digital Convergence, 17(7), 417-422. https://doi.org/10.14400/JDC.2019.17.7.417.
Wirtz, B. W., & Wirtz, B. W. (2020). Banking business model. Business Model Management: Design-Process-Instruments, 275-285. https://doi.org/10.1007/978-3-030-48017-2_19.
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