Safe Credit Union Training and Compensation Issues

Abstract:

The purpose of this paper is to develop a training to increase the effectiveness of groups and teams focusing on the challenges and benefits of communications, collaboration, and conflict management. All three elements are essential to generate productive team and group outcomes. The quality of employees and their development through training and education are major factors in determining long-term profitability of an organization. If you hire and keep good employees, it is good policy to invest in the development of their skills, so they can increase their productivity.

Company Background:

Another purpose of this paper is to implement a new system for the better of the organization and the employees. High turnover rate with the frontline staff and lending department. The frontline staff consists of the teller line and the financial service representatives. The lending department consists of only consumer lending products, non-real estate products. The feedback that the organization receives from exiting employees when conducting exiting interviews all point to low hourly wages and no incentive rewards, and unfair annual Business Problem Statement:

SAFE has a high turnover rate with the frontline staff and lending department. The frontline staff consists of the teller line and the financial service representatives. The lending department consists of only consumer lending products, non-real estate products. The feedback that SAFE receives from exiting employees when conducting exiting interviews all point to low hourly wages and no incentive rewards, and unfair annual bonuses. Employee training is essential in the success of the credit union. Training and development will equip employees with the knowledge about the credit union, how to handle customers, how to improve relationships with managers, and communication amongst other co-workers. Also, shows trainees how to offer a complete service to customers, including giving the right impression, building relationships and satisfactorily resolving any problems. Pretest and Posttest will be used for comparison of the knowledge and skills of the trainees before and after bonuses.

Brief Company Background:

The credit union was founded in 1940 in North Highlands, California, under the original charter name of Sacramento Air Depot (S.A.D.) Federal Credit Union. This unfortunate acronym changed in 1953 when S.A.D. was renamed Sacramento Air Force Employees Federal Credit Union. By 1959, the Board shortened the