| Summary: | 碩士 === 元智大學 === 管理研究所 === 97 === In corporate banking, the first step to have high quality of crediting officers is to recruit the best crediting people who can successfully help bank to solicit corporate accounts, earn interest, and eventually collect back all the credit rights. In the past, the crediting staff was traditionally focusing on the growth of crediting volume, KPI, Key performance Indicator, is to ensure the crediting officers’ performance to achieve bank’s strategic goals.
My essay takes “Case Study” approach, studying the crediting officers in the corporate banking center of Case-Bank C. By deeply research whether those people recruiting from different recruiting resources and selecting approaches are able to efficiently perform the KPI set by Bank, and the problems generated after implementing the KPI performance assessment.
Since the Asian financial crisis till now, the financial market is still in unstable condition. Bank C recruited crediting officers only from human resource website, company website, and colleague recommendation, almost no new resources are created; In the meanwhile, internal training is also insufficient for crediting staff. After the foreign capital took over Bank C, how to recruit new blood and enhance the capability of existing staff to eliminate the gap is critical to Bank-C’s long term development and competition.
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