Considerations in HR management... (really?)
First of all, my supervisor is not flexible. If he wants to stay in the mailroom all his life, I don't care. But he should at least help me on my career path. Within this company, while the manuals don't require him to provide some sort of career advise, the manuals do say that he "should" still help me out. Otherwise, how is the Company supposed to recruit, develop and retain personnel?? My job right now is basic and would be the same anywhere else so there's no point in leaving the company.
So I should be moving on to other departments where I would be able to obtain real banking experience. This is a bank, n'est pas?? Sorting reports, filing and balancing reports are great beginner work and I can at least have an idea of what sort of work exists. But man, you know what, JC does offer the opportunity. It's my supervisor who is not flexible and understanding. He cannot think outside the box at all. He doesn't even think that work and lunch can be adjusted and shifted around like blocks. But I won't be surprised if he was simply too lazy to entertain changes. He insists that I can only go in the earlier hours of the day (ie: 8-10AM). But all that has been given me was simply filing and sorting reports! The basic CSR-related stuff would be posting deposits and actually dealing with customers but they don't usually show up until 11AM.
Well, that was JC's department downstairs. It's mainly for commercial customers. There is also LG/AW's department which is "Front Counter". Since they are on the main floor, most non-commercial customers go to them. This is where the variety of work is - where the real meat of basic banking transacations is. But for some reason, LG hires so many part-timers and within such a small period of time. Now the full-timers are starting to leave resulting in a bunch of inexperienced part-timers in the front. So now, AW has repeatedly refused to offer me cross-training citing too many new people in the front. It seems that the front can only have two full-time staff. One is still here and the other one has moved on. So this dude YD, who was originally part-time and then got a 3-mth (but full-time) mat leave position at the "Side Counter", ends up taking over that f/t position in the front. AW claims that she cannot put the guy back to p/t now because he has f/t status now. Which may have been true. Some people have suggested that he was offered the f/t on compassionate grounds because his wife is pregnant. Hell, you can never really tell what the true reason is. Maybe they simply like YD more... who the hell knows? I mean, if they really wanted me badly enough I'm sure they have their way to ignore my supervisor or override his decision to restrict me. Hey, if they wanted me that bad, maybe I would've been hired for that front counter position already! Again, who knows!
But giving them the benefit of doubt, I think another possible reason is because, if managers were supposed to help subordinates move up in the company, one thing the manager has to look at is the employee's potential for the particular position or type of work the employee has expressed interest in. In this respect, I can understand why YD would be chosen instead of me. I mean, he is a lot more outgoing and talkative and it may be this sort of thing that can create a positive first impression upon which potential business relationships are based. Preference may be given to those who are potential account managers and investment advisors rather than those who are only into back office stuff. Of course I could be wrong; positions requiring special skills are also important. Theoretically, though, every position is important. If not, it would not have been created in the first place, right?? It must be important enough that the company will pay for it. But, man you know what, I would like to think that it was a difficult decision for AW.
So,... front counter doesn't want me. Side counter is too advanced. JC's department is available. But some idiot that I have to call "supervisor" is doing things as if to tell me that the company doesn't have any opportunity for me and that I should leave. One time, he said that he and the other colleague should also be logging in their training/learning hours so that our annual objectives can be met. So I wait for them to catch up. But nothing was being done while I waited!! And yet I don't want to pester such a stupidly stubborn person again. So finally I asked the AMCS's to do cross-training after my workday was over. JC was kind enough to let me, but she also spoke to my supervisor's supervisor about her reservations on this. This was after 4pm and, like in the morning, there wasn't much I could do in the way of processing transactions. It was mostly balancing the reports that pile up throughout the day after transactions have been posted.
Which, as mentioned already, is great because it is work that has to be done nonetheless and it is basic stuff. At least I have an idea of what sort of stuff have to be done. But still. I mean, I try to get the most out of what has been available to me but there is only so much. Going on the Learning Centre to take courses is great and I have been thinking of doing it again instead of simply filing reports and stuff, but it is only theory which if not applied isn't of much real value. There are also all those manuals and documentation on procedures and policies as well as the various products and services offered. But nothing beats practical experience. At the end of the day, the basic expectation of the CSR is to process transactions quickly and efficiently, not reciting text.
So I should be moving on to other departments where I would be able to obtain real banking experience. This is a bank, n'est pas?? Sorting reports, filing and balancing reports are great beginner work and I can at least have an idea of what sort of work exists. But man, you know what, JC does offer the opportunity. It's my supervisor who is not flexible and understanding. He cannot think outside the box at all. He doesn't even think that work and lunch can be adjusted and shifted around like blocks. But I won't be surprised if he was simply too lazy to entertain changes. He insists that I can only go in the earlier hours of the day (ie: 8-10AM). But all that has been given me was simply filing and sorting reports! The basic CSR-related stuff would be posting deposits and actually dealing with customers but they don't usually show up until 11AM.
Well, that was JC's department downstairs. It's mainly for commercial customers. There is also LG/AW's department which is "Front Counter". Since they are on the main floor, most non-commercial customers go to them. This is where the variety of work is - where the real meat of basic banking transacations is. But for some reason, LG hires so many part-timers and within such a small period of time. Now the full-timers are starting to leave resulting in a bunch of inexperienced part-timers in the front. So now, AW has repeatedly refused to offer me cross-training citing too many new people in the front. It seems that the front can only have two full-time staff. One is still here and the other one has moved on. So this dude YD, who was originally part-time and then got a 3-mth (but full-time) mat leave position at the "Side Counter", ends up taking over that f/t position in the front. AW claims that she cannot put the guy back to p/t now because he has f/t status now. Which may have been true. Some people have suggested that he was offered the f/t on compassionate grounds because his wife is pregnant. Hell, you can never really tell what the true reason is. Maybe they simply like YD more... who the hell knows? I mean, if they really wanted me badly enough I'm sure they have their way to ignore my supervisor or override his decision to restrict me. Hey, if they wanted me that bad, maybe I would've been hired for that front counter position already! Again, who knows!
But giving them the benefit of doubt, I think another possible reason is because, if managers were supposed to help subordinates move up in the company, one thing the manager has to look at is the employee's potential for the particular position or type of work the employee has expressed interest in. In this respect, I can understand why YD would be chosen instead of me. I mean, he is a lot more outgoing and talkative and it may be this sort of thing that can create a positive first impression upon which potential business relationships are based. Preference may be given to those who are potential account managers and investment advisors rather than those who are only into back office stuff. Of course I could be wrong; positions requiring special skills are also important. Theoretically, though, every position is important. If not, it would not have been created in the first place, right?? It must be important enough that the company will pay for it. But, man you know what, I would like to think that it was a difficult decision for AW.
So,... front counter doesn't want me. Side counter is too advanced. JC's department is available. But some idiot that I have to call "supervisor" is doing things as if to tell me that the company doesn't have any opportunity for me and that I should leave. One time, he said that he and the other colleague should also be logging in their training/learning hours so that our annual objectives can be met. So I wait for them to catch up. But nothing was being done while I waited!! And yet I don't want to pester such a stupidly stubborn person again. So finally I asked the AMCS's to do cross-training after my workday was over. JC was kind enough to let me, but she also spoke to my supervisor's supervisor about her reservations on this. This was after 4pm and, like in the morning, there wasn't much I could do in the way of processing transactions. It was mostly balancing the reports that pile up throughout the day after transactions have been posted.
Which, as mentioned already, is great because it is work that has to be done nonetheless and it is basic stuff. At least I have an idea of what sort of stuff have to be done. But still. I mean, I try to get the most out of what has been available to me but there is only so much. Going on the Learning Centre to take courses is great and I have been thinking of doing it again instead of simply filing reports and stuff, but it is only theory which if not applied isn't of much real value. There are also all those manuals and documentation on procedures and policies as well as the various products and services offered. But nothing beats practical experience. At the end of the day, the basic expectation of the CSR is to process transactions quickly and efficiently, not reciting text.
posted by Tongster at 7:08 PM
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