Valley National Bank Strengths

When developing a priority list of areas that required immediate attention at Valley National Bank, my top concerns were organizational design, staffing and performance management/appraisal along with employee training and organizational development.

1. Organizational Design:

This was the first area on my priority list that required immediate attention. Much of the organization lacked organizational design because many tasks were going uncompleted and many of the employees were not on the same page as far as the purpose and mission of the organization. In my opinion, many had their own agenda. Many of the employees such as Greg and Carla both lacked the necessary skills to achieve tasks within the organization. They were not effective in

An approach which works well is to use these terms in a hierarchical order. For example, skill is having performed the work; knowledge is knowing how to perform the work but not having performed it; and ability is having the physical, emotional, intellectual, and psychological ability to perform the work but neither having done the work nor having been trained to do the work. Determining minimum skill levels for a job should track back to the minimum skill requirement for the individual tasks in the job analysis. This can be accomplished relatively simply with a skill taxonomy. An organization may develop a series of skill categories which meets its needs. A taxonomy may include, for example, physical skills, interpersonal skills, planning skills, mathematical skills, and language skills. Each of these categories may consist of a number of different levels (Clifford,

When many of the previous individuals who worked in the accounting department quit or resigned their positions to take jobs in other departments the staffing selection went about interviewing and hiring in the wrong method. Many times they would simply hire the first person that came in for the interview despite the fact that they may not have been qualified or exemplified the necessary skills to carry out the necessary tasks within the position. Many individuals that were hired to come in and replace many of the highly skilled workers that left were not suitable or qualified for the job. In most cases, within this case there were instances in which employees acquired positions through mergers without having to actually be interviewed. Furthermore, staffing lacked due to not having a strong organizational design structure set in place beforehand. Furthermore, many were not even given additional responsibilities but were compensated for a job not completed or even done. Such as Carla she wanted her tasks and responsibilities to be reduced so that she would not have to deal with performance appraisals or supervising yet despite the fact that she requested and was granted to limit her responsibilities she still kept her pay and was doing some of the same technical duties as many of the other workers were assigned yet still was able to keep her promotional pay increase. Staffing is defined as the