Maybank Organisational Transformation Through Human Resources Fermin Diez Adina Wong
Case Study Solution
Maybank is an international banking and financial services group that has been operating since 1931. It is the largest domestic bank in Singapore by assets and one of the largest in Southeast Asia. The company has been operating in the Philippines since 1981. It currently operates in over 38 countries, with a staff strength of over 12,000. The company is known for its excellent client service, which it provides to both the local and international clientele. As per the given material, Maybank has undergone
Alternatives
In the last few decades, corporate world has undergone several major changes and developments, the rapid changes have been attributed to various forces and forces such as Globalization, Economic and Technological developments. The corporate world has been facing tremendous pressure to operate at high speed, be flexible, competitive and cost effective. Maybank had been facing similar changes and pressure to remain competitive in the banking industry. The Banking industry had witnessed several mergers, de-mergers, acquisitions, and consolidations of the banks in
Porters Model Analysis
The Porter’s model is a business management tool used to analyze the relationship between different market, competitor, and internal factors in the supply chain. In this essay, I will explain and use the Porter’s model to analyze Maybank’s organizational transformation through human resources, which I believe is an effective approach for the company to transform its human resource management to adapt to the changing economic and business environment. According to the Porter’s model, the supply chain can be classified into the following segments: customer, suppliers, distributors, and
PESTEL Analysis
I was born and raised in Manila, Philippines, but currently live in the United States. I am a psychology graduate from the University of the Philippines, a former teacher in Manila Public School System, and a student researcher in the University of Maryland. I have had several jobs in various sectors — public and private — and have been working as an education trainer in the past three years. In that time, I have encountered many challenges that are universal — the need to learn new skills, adapt to different cultures, and learn new job roles. I am the
Financial Analysis
For our human resource (HR) development, our organisation’s aim is to transform into a highly collaborative, innovative, and professional organisation, leveraging on technology, and ensuring that our staff can thrive in a globalised world. To achieve this aim, we have embarked on a comprehensive organisational transformation journey from the management and leadership of the organisation to a workforce that is empowered, engaged, and equipped to provide the best in customer service, innovation, and competitive edge to our clients. Our journey has involved
VRIO Analysis
Maybank is a multinational bank based in Malaysia, that has its headquarter in Malaysia, Singapore, Indonesia and Brunei. In 2016, it announced an ambitious transformation strategy to become the most trusted financial institution in Southeast Asia by 2020. Maybank’s business objectives are to enhance customer experience, expand market reach, deepen banking relationships, and create value for shareholders. The key objectives of the transformation strategy are to: 1. Simplify
Problem Statement of the Case Study
Maybank, an international commercial bank, operates in Malaysia, Indonesia, Singapore, Thailand, Philippines, China, Vietnam, and Australia. As an organization, it has always strived to become a global player. view publisher site In line with this objective, Maybank has implemented various transformation programs, including business process re-engineering (BPR), business integration (BIN), and business change management (BCM). However, these initiatives were more successful in the past, and Maybank has recently faced challenges in sustaining its efforts and achieving its strateg
Marketing Plan
Maybank’s mission is to bring joy to everyone through responsible banking and wealth management. By transforming its human capital through its Human Resources division, Maybank aspires to achieve its vision, which is to be the best customer-centric financial institution by 2020. The purpose of this marketing plan is to assess the readiness of Maybank’s Human Resources division to undergo a significant organizational transformation. Based on this analysis, recommend specific strategies to enhance the Human Resources division’s readiness for a significant organizational transformation linked here