Full metadata record
| DC Field | Value | Language |
|---|---|---|
| dc.contributor | Department of Management | en_US |
| dc.creator | Wong, Kwong-oi | - |
| dc.identifier.uri | https://theses.lib.polyu.edu.hk/handle/200/1162 | - |
| dc.language | English | en_US |
| dc.publisher | Hong Kong Polytechnic University | - |
| dc.rights | All rights reserved | en_US |
| dc.title | Developing banking supervisors for a local bank in Hong Kong | en_US |
| dcterms.abstract | As a result of high staff turnover in the banking industry in recent years, there emerges a need for quality supervisors at both branches and various departments. The need is due to both the outflow of experienced managers for migration and job change and also due to the culture of the Bank under study - to promote from within. Since a large number of experienced supervisors are being promoted to upper managerial level of middle management, leaving a large vacuum in the supervisory level and it is being filled up by promoting senior clerical staff within the Bank. All of these fuel the need to train supervisory staff. The purpose of this study is to develop an effective banking supervisor through high integration of organization objectives and development needs of the supervisors. The success of the development plan depends largely on the carefully selected and identified training needs of the supervisors. Two level of needs analysis were conducted in this study. The first level was done by integration of the development needs as perceived by the supervisors and their superiors. The second level of needs analysis included the contribution from the subordinates of the supervisors. Comparing the results from the two levels analysis, it was found that the development needs identification from level one analysis omitted some of the needs perceived by the subordinates of the supervisors. In the workplace, the immediate boss of the subordinates are the supervisors. An accurate and effective supervisory development needs should therefore include the needs identified by the subordinates. The result of the analysis would be then form the basis of the design of Management Development Plan of the supervisors. A model of training need identification and prioritization Superior-Supervisor-Subordinate (SSS) Model involving broad participation and consensus was developed in this study. The top ten management skills will be adopted in developing the supervisory training plan of the Bank. SSS Model may also be used by other banks to develop their own training and development program which will match with their strategic objectives and organization culture. In addition, the SSS Model is suggested to be an assistant program of development needs identification and prioritization in formulating effective in-company management objectives for companies in any industry. | en_US |
| dcterms.extent | 160 leaves : ill. ; 30 cm | en_US |
| dcterms.isPartOf | PolyU Electronic Theses | en_US |
| dcterms.issued | 1996 | en_US |
| dcterms.educationalLevel | All Master | en_US |
| dcterms.educationalLevel | M.B.A. | en_US |
| dcterms.LCSH | Supervisors -- Training of -- China -- Hong Kong -- Case studies | en_US |
| dcterms.LCSH | Bank management -- China -- Hong Kong -- Case studies | en_US |
| dcterms.LCSH | Hong Kong Polytechnic University -- Dissertations | en_US |
| dcterms.accessRights | restricted access | en_US |
Files in This Item:
| File | Description | Size | Format | |
|---|---|---|---|---|
| b12405048.pdf | For All Users (off-campus access for PolyU Staff & Students only) | 4.59 MB | Adobe PDF | View/Open |
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