Case study robank netherlands

They point to examples from other parts of the world, especially North America and New Zealand where many companies, in order to avoid the introduction of stronger anti-discrimination legislation, implemented so-called voluntary policies of diversity management Jones et al. This case study examines in detail the diversity management practices of Rabobank, a major bank in the Netherlands, which has applied diversity concepts in its management practices.

The principal reason for AA and EEO laws was the recognition of the unequal treatment at work of particular groups and their overall objective was to reduce injustice at work. Direct files per day on the IBM platform—and we are confident that the system will provide us with sufficient capacity to serve our needs for at least the next three years without scaling up.

Rabobank Nederland Case Study Help - Case Solution & Analysis

A recent study by Wolfs focusing on intercultural management issues in large companies in The Netherlands showed that the diversity management function is in most cases incorporated into HRM departments: For established banks to remain competitive, they must adapt their offerings with the agility of nimble startups without sending operational costs spiraling out of control.

Further research into the issue could establish whether diversity management can indeed bring about changes in the working life and experiences of a diverse workforce.

It serves approximately 8. The Moroccan advisor shares her opinion on this issue: With nearly two million members, we are one of the largest cooperatives in the Netherlands. However, it seems that not many employees have been informed about it; at least none of the employees at the Schilderswijk branch knew about it.

They argue that such studies neglect some important variables, such as time, and that research carried out in groups with a short life span cannot be a good foundation for assessing the effects of diversity in a real organizational environment.

Unfortunately, the Personnel Directorate did not keep data about the number of ethnic minorities employed by the bank before Teamwork, as described above, is more a norm than an exception but was absent until three years ago when the branch underwent a major change process.

Managing diversity in the Netherlands acknowledged in the bank in both management discussions and official policy papers as one of the top priorities.

Or, how can we explain the transfer of The International Journal of Human Resource Management employees with ethnic background from small to large cities? The promotion of functional biodiversity such as an abundance of soil organisms contributes to a living, healthy soil and facilitates optimum productivity.

With nearly two million members, we are one of the largest cooperatives in the Netherlands. These advantages include a better understanding of local markets and customers, increased ability to attract and to retain the best people, greater creativity, better problem-solving and greater flexibility.

Well, this is a Dutch bank and you cannot do what you want. Of particular importance is the check for a specific cohesion between the various KPIs. She has to do Subeliani and Tsogas: For the Surinamese floor manager, the multicultural team has further advantages: We cannot dictate to them how to do business.

Nonetheless, by adopting diversity management policies Subeliani and Tsogas: While the isolation from the HRM department could be considered a structural weakness, it is commonly believed that the very fact that the Office does not belong to any functional department makes its horizon wider and allows it to reach any part of the organization.

The diversity initiative was designed for and implemented mostly in those local banks that operated in the large cities where a big ethnic market exists and from which the bank could benefit.

Taking one of them out would be a mistake. Indeed, many companies present their managing diversity programmes as part of their CSR strategies. The senior manager from the Personnel Directorate believes that there is no difference between Dutch and non-Dutch managers in terms of work and management style.

Our aim is to be market leader across all financial markets in the Netherlands. In order to avoid the introduction of an EU-wide directive on European Works Councils, many multinational companies voluntarily established such councils and argued that there was no longer any need for legal provisions see Streeck and Vitols, We had a discussion about it and decided not to do that.

Transformation Rabobank created a scalable, secure and resilient platform to support its electronic data interchange EDI with all its trading partners. Ethnic diversity of the workforce became an issue for the bank several years ago, with the recognition of the changing demographic composition of the labour market.

Generalizability was also The International Journal of Human Resource Management limited by the fact that, in most cases, the interpersonal interaction that was studied was artificially constructed Wise and Tschirhart, The central office and local banks together occupy almost 41, employees throughout the country.

Actually there is no chance for them [ethnic employees] to get promoted. You have appointment at 10, they would come at 11 and they take it very easy.

Connecting Finance and Natural Capital: Case Study for Rabobank

Another criticism of diversity management refers to the erroneous belief of practitioners and scholars alike that results for one dimension of workforce diversity can be generalized to other dimensions.

However, as Table 2 shows, there is a big difference between the proportion of ethnic minority employees in the central office and that in local Rabobanks.Work Organisation and Innovation - Case Study: Rabobank, Netherlands Abstract [Excerpt] Rabobank Nederland (RN) is part of Rabobank Group, which provides financial services and.

Rabobank Group is comprised of Coöperatieve Rabobank U.A. (Rabobank) and its consolidated subsidiaries in The Netherlands and abroad.

Connecting Finance and Natural Capital: Case Study for Rabobank

It is committed to making a substantial contribution to welfare and prosperity in the Netherlands and to feeding the world sustainably. This case study examines in detail the diversity management practices of Rabobank, a major bank in the Netherlands, which has applied diversity concepts in its management practices.

Through interviews with managers and employees of the bank we contrast theoretical premises on diversity management with praxis at Rabobank.

VARONIS CASE STUDY Rabobank. Rabobank 2 “At Rabobank we have several compliance requirements to meet because we deal with a lot of confidential data from financial Rabobank LOCATION Utrecht, Netherlands INDUSTRY Banking and Financial Services PRODUCTS DatAdvantage for Windows, DatAdvantage for.

This case study examines in detail the diversity management practices of Rabobank, a major bank in the Netherlands, which has applied diversity concepts in its management practices. Managing diversity in the Netherlands: a case study of Rabobank David Subeliani and George Tsogas Abstract Managing diversity is a relatively new domain within HRM.

Download
Case study robank netherlands
Rated 0/5 based on 75 review