Financial Industry Analysis on MCU Sustainable Banking

Background of the Australian Financial Sector Australia is one of those stable economies which have faced the Global Economic Crisis quite successfully. The banking sector of Australia has earned a worldwide due to sound supervision and regulatory framework for the financial market.Advertising We will write a custom report sample on Financial Industry Analysis on MCU Sustainable Banking specifically for you for only $16.05 $11/page Learn More According to the Global Competitiveness Report 2011 – 2012, issued by the World Economic Forum, the ranking of the Australian economy out of 142 selected economies of the world is 20. The financial market of Australia has a ranking of 6 out of 142 financial markets of the selected countries in the report (Schwab, 2011; Invest Victoria, 2009). These rankings depict the stability and progress of the Australian financial sector. The corporate and domestic customers enjoy the flexibility with which they are able to avail the financial services in the country. There has been a consistent increase in the volume of assets of the financial service providers in Australia; in fact the growth rate of the financial sector has leaped forward than the overall economic growth of the country. The banking sector of the country comprises of half of the financial sector of the country. Apart from banks, other institutions, such as â€Å"Authorized Deposit taking Institutions (ADI)†, also provide financial services (MCU, 2011). The total assets of the financial institutions in December 2010 stood at $ 2,524 billion, out of which $ 1,887 billion were attributable to the major banks and $ 76 billion to the credit unions and building societies operating in Australia (Donovan Gorajek, 2011; ABA, 2011). These figures were approximately half way down five years back, i.e. in December 2005; the major banks had a total assets figure of $ 918 billion and the credit unions and building societies had $ 52 bil lion worth of total assets (Donovan Gorajek, 2011). These figures show how much the sector has grown over a span of five years.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More MCU Sustainable Banking Maleny Credit Union Limited (MCU Ltd) is a licensed financial service provider in Australia and is also authorized in inviting public deposits as an independent institution â€Å"Authorized Deposit Taking Institution (ADI)†. Beginning its operations back in the year 1984, MCU has successfully carried out its operations which are mostly community based. With 5,500 members (approx) the institution has managed to increase its total assets to above 60 million dollars (MCU, 2011). There is a wide range of services available to the customers of MCU. These services include on-call savings accounts, term deposits, lending services, insurance, financial planning service, free car search service and non-cash payment facilities which includes VISA debit cards, e-banking, electronic funds transfer, BPAY and other cheque facilities which are similar to those provided by the conventional banks. The area of operations of MCU includes Maleny and Sunshine Coast Hinterland (MCU, 2011). There are other financial institutions also where MCU operates, but the operations of MCU are distinguished from others as the institute invests back the amounts or deposits raised from the local community in light of the policies which are designed locally. This strategy helps MCU in making sure that the capital of the community is not moving out of the area of its operations. The operations and investment of MCU are comprised of: Giving loans at the community level with the objective of bringing sustainability in the environment; Donating or sponsoring public welfare projects through devoting up to 10 percent of the profit before taxation; Helping micro finance groups (MCU, 2011). Apart from the fact that MCU is a relatively small organization, it has a proactive approach towards working for sustainability in the environment through collaborating with other organizations. In honor of its services, the Sunshine Coast Environmental Council (SCEC) awarded MCU with the â€Å"Air Quality Award† in the year 2003 (MCU, 2011). The objective of this report is to present an analysis of the Maleny Credit Union Limited (MCU Ltd) which discusses the significance and effects of different internal and external factors. The analysis is carried out while using the strategic tools like SWOT Analysis, PESTLE Analysis and Porter’s Five Forces Model.Advertising We will write a custom report sample on Financial Industry Analysis on MCU Sustainable Banking specifically for you for only $16.05 $11/page Learn More SWOT Analysis Strengths Due to lower interest rates charged by MCU as compared to the rates charged by the banks on the loans given and becaus e of the higher rate of returns offered to those who invest their money with MCU, the company holds a better position in the market in terms of attracting further investment (CSR Credit Unions, 2011). Due to the deep penetration of MCU in the community where it operates, the union enjoys a stable progress. The fact that MCU hires majority of its staff members from the local community also gives an advantage to the union which banks are unable to grasp (MCU, 2011). MCU is famous for its service quality among the community. This customer satisfaction is a huge advantage for the company which further ensures the future progress of the union. The members or the depositors of MCU feel like being part of the organization as they are able to control the activities of the union and have right to vote during the election of the directors for the union. These rights strengthen the relationship between the company and its customers further (CSR Credit Unions, 2011). The offering of green loans and green products financing allows MCU to enjoy supremacy over its competitors (MCU, 2011). Weaknesses Although the existence of credit unions is based upon the very fact that they are to serve communities at large, but due to this limited operational base, MCU’s customers are not able to avail normal banking facilities out of their community areas. As for example, people feel inconvenience while maintain their accounts with union due to the non-availability of ATM Machines and Branches of MCU in other parts of the country (CSR Credit Unions, 2011).Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More MCU’s offered products are not very diversified as they are in the case of a banking company. The limited product options for the customers and potential customers may leave them unsatisfied. As for instance, the company does not offer long term commercial mortgage loans (MCU, 2011). A majority of the credit unions operating within the country lack the necessary resources with which they may offer a wide range of products and services to their customers. MCU also faces a shortage of resources due to the limited area of its operations (CSR Credit Unions, 2011). Opportunities Keeping in view the lower interest rates at which the credit unions offer loans as compared to those rates which are generally offered by the banking sector, MCU has an opportunity to expand its operations. Moreover, the profit rates offered by MCU are much higher than the conventional banks which also offer an opportunity for the MCU to invite more investors or depositors. Due to the community based opera tions of MCU, the institution can penetrate further within the community in which it operates and keeping in view the needs and preferences of the local people, it can diversify its services and the financial solutions offered. Threats The global economic crisis is the biggest threat to every business concern all over the world. Although Australian financial sector held up better than the financial sectors of other major economies, but still there are fears that the trails left by the economic crisis may affect the financial sector of the country (Hillier, 2010). The ever increasing intensity of the competition in the Australian financial system generally and in the credit unions particularly, is likely to affect the overall profitability of MCU. PEST Analysis Following is the PEST Analysis of the Australian Banking Sector: Political The political conditions are stable in Australia and are supportive for the financial sector. The positive role of the Government can be justified by considering the announcement of the Australian Government to remove the â€Å"Guarantee Scheme for Large Deposits and Wholesale Funding† from March 2010 which signified the government’s support for the financial sector (CSR Credit Unions, 2011). Economic Australian economy is a developed and modern economy. According to the estimates made in the year 2010, the GDP growth of the country is 2.7 percent. The rate of inflation recorded in the third quarter of the fiscal year 2010 was 2.8 percent. The unemployment rate in the country is 5.5 percent only. All these figures suggest vibrant economic conditions for the investors and the financial sector (CSR Credit Unions, 2011). Social Following good economic conditions of the country as a whole, the people living in Australia are financially stable and have higher purchasing power parity which is good and motivating for new investors. Moreover, people living in Australia are well educated and therefore it is suggested th at the companies operating in the financial sector shall make sure the provision of information related to their products and services being offered (CSR Credit Unions, 2011). Technological In terms of the quality of research institutions in the country, Australia ranks as the tenth highest country out of 133 countries. The ability of people living in Australia to adapt new technologies is fourth highest among 57 countries observed in this respect (Australian Government, 2010). These facts signify that the technological development in the country is not only promoted but also accepted by the people of Australia. Porter’s Five Forces Model Following is the analysis of the Australian Financial and Banking sector on the basis of Porter’s Five Forces Model: Threat of New Entrants Keeping in view the sound economic conditions in Australia and the opportunities in the banking sector, there is huge attraction for potential investors. As can be seen in case of credit union s, there are many opportunities for new entrants and along with these opportunities the new entrants have further options to start their businesses, i.e. to start as a conventional banking organization or opt for a non-banking organization startup (Australian Trade Commission, 2011; Argent, 2002). Bargaining Power of Buyers The bargaining power of buyers is however increasing and has a significant influence on the operations of the banks. Although costs for switching have decreased due to the efficient ways of doing business, but the fact that customers’ loyalties are difficult to be maintained have increased the bargaining power of buyers. Bargaining Power of Suppliers The bargaining power of suppliers is theoretically expected to be high in the Australian banking sector due to a finite number of market participants (Unnithan Swatma, 2001). However, the limitations enforced upon banks by the perceived bargaining powers of suppliers are overcome by the ability of the ban king organizations to operate through other means, such as internet banking and through financial intermediaries (Cronin, 1998; Kotler Armstrong, 1997). Substitutes The substitutes in the banking sector are readily available due to the diversity brought into the banking sector after inclusion of non-banking entities. Nowadays there are certain activities related to the banking sector which is carried out by non-banking entities, such as the issuance of credit cards and the sanctioning of loans and other facilities (Kent Debelle, 1999; Donovan Gorajek, 2011). Competition There are certain factors which have created a relatively new competitive environment for the banking sector. As for instance, the shift in consumers’ preferences over time, the effects of globalization, innovations and developments due to technological advancements and the inclusion of non-banking organizations in the financial sector are deemed to be the major causes for increasing competition in the industry (Australian Government, 2010). Conclusion Analyzing the Australian financial and banking sector by applying three major strategic tools, it is concluded that the economic conditions prevailing in the country are sound and supportive for the existing and potential investors and businessmen. The role of credit unions in the Australian communities has also been discussed while considering MCU Sustainable Banking, which shows that the potential for credit unions in Australia is huge apart from the lack of diversity in their services and limited areas of operation. Furthermore, the financial sector of the country is growing and remained stable during the global financial crisis. There is a healthy competitive environment prevailing in the banking sector and the Australian government is dedicated to promote it. Limitations The availability of information related to the subject of this report has been the foremost limitation faced by the author. Moreover, there are instances where data pertaining to latest financial year was not available and the author had to make use of the figures pertaining to previous periods. References ABA. (2011). Financial Services Sector. Retrieved from Australian Bankers’ Association Inc.: http://www.bankers.asn.au/Default.aspx?ArticleID=618 Argent, N. (2002). A global model or a scaled-down version?: geographies of convergence and divergence in the Australian retail banking sector. Geoforum , 33 (3), 315-334. Australian Government. (2010). Australia: Economic Strength and Resilience. Australian Government. Australian Trade Commission. (2011). FINANCIAL SERVICES: INVESTMENT BANKING. Retrieved from Australian Trade Commission: http://www.austrade.gov.au/Invest/Opportunities-by-Sector/Financial-Services/Investment-Banking/default.aspx Cronin, M. J. (1998). Defining Net Impact: The Realignment of Banking and Finance on the Web, Banking and Finance on the Internet. New York: John Wiley and Sons. CSR Credit Unions. (2011). Advan tages and Disadvantages of Credit Unions. Retrieved from CSR Credit Unions: http://www.csrcreditunion.com.au/advantages-disadvantages-credit-unions.htm Donovan, B., Gorajek, A. (2011, June). Developments in the Structure of the Australian Financial System. Retrieved from Reserve Bank of Australia: http://www.rba.gov.au/publications/bulletin/2011/jun/5.html Donovan, B., Gorajek, A. (2011, June). Developments in the Structure of the Australian Financial System. Retrieved from Reserve Bank of Australia: http://www.rba.gov.au/publications/bulletin/2011/jun/5.html Hillier, B. (2010). Australia’s resilience during the global crisis, 2007-2009. Marxist interventions , 59-77. Invest Victoria. (2009). Australia’s Banking System. Melbourne: Invest Victoria. Kent, C., Debelle, G. (1999). Trends In The Australian Banking System: Implications For Financial System Stability And Monetary Policy. Reserve Bank of Australia. Kotler, P., Armstrong, G. (1997). Principles of marketing. Englewood Cliffs: Prentice Hall. MCU. (2011). About Us. Retrieved from MCU – Sustainable Banking: http://www.mcusb.com.au/about-mcu/ MCU. (2011). Services. Retrieved from MCU Sustainable Banking: http://www.mcusb.com.au/services/ Schwab, K. (2011). The Global Competitiveness Report. Geneva: World Economic Forum. Unnithan, C. R., Swatma, P. (2001). eBanking on the internet – A preliminary research comparison of Australian and Indian experiences in the banking sector. School of Business Information Technology. This report on Financial Industry Analysis on MCU Sustainable Banking was written and submitted by user Duncan Mccall to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Human Resource Management And Diversity In Workplace Essays

Human Resource Management And Diversity In Workplace Essays Human Resource Management And Diversity In Workplace Essay Human Resource Management And Diversity In Workplace Essay Human resource direction is move towards how in the way of administerA the association s chiefly apprehended belongings. The individuals who employment independently and hand in glove donate to the achievement of concern objectives.A It is described as the process concerned to pull off individuals in association. In simple, human resource direction trades with enlisting of people, development of their abilities and capacities, use and care of their services in line through the work and managerial necessity. Diverseness It is the assorted differences and similarities that exist among the people. Peoples differ in attitude, gustatory sensation and spiritual belief. Every organisation must be able to pull off diverseness to acquire the best out of the assorted differences among the people. Diversity is the beginning of originative and advanced thoughts that can supply the footing for future development and competitory advantage. Equality and Diverseness Every organisation is dedicated to a scheme of nonpartisanship of chances and to give assurance mixture with work force. Diversity direction chiefly aims at the construct that every person should be given value irrespective of their sex, gender, disablement, cultural beginning, faith, socio economic position, matrimonial position etc. In the recent old ages UK has seen addition in sum of employment statute law, peculiarly in regard of statute law associating to equality and diverseness. The chief UK statute law associating to equality issues covers the undermentioned Acts of the Apostless. The legal model Every organisation acknowledge its ain undertakings lawfully in comparative to equalities, every bit good as the demands of the subsequent statute law and any old statute law which has impact on nonpartisanship and multiplicity and followers policy and instance jurisprudence The statute law in the field of equality is being amended continuously. It besides provided a concrete support in favor of the para docket which is unbreakable in the UK as there are many organic structures operational in the way of the remotion of favoritism, support of para of opportunity and reconsiders the procedure of statute law. These organic structures are Equal chances Commission ( EOC ) Disability Rights Commission ( DRC ) The Commission for Racial Equality ( CRE ) The right to be treated every bit is considered to be a cosmopolitan human right and every person is protected by statute law from being treated unjustly on top of the footing of event, faith, skin coloring material, nationality, gender, sexual way, disablement or married place. Types of favoritism and exploitation Discrimination can be shown straight or indirectly, deliberately or accidentally, and can be caused by one person, group of persons or an establishment. Direct Discrimination: everyplace one being is treated a smaller sum favorably so other being with one or more grounds. Indirect Discrimination: every bit shortly as a being concern to a province to an extra and the measure of individuals in a aggregation who canister fulfil is a smaller sum than in a different aggregation and when the conditions can non be shown to be justified. Individual degree: A individual can grip unenthusiastic attitude towards other individual and utilize linguistic communication which might consequence in colored public presentation or merchandise which is inappropriate, which are non acceptable. At group degree it could be the failure of an administration in proviso of professional service or working status suitably because of an person s age, disablement, gender, sexual orientation, cultural beginning, faith and belief. This might steer towards unjust action, unequal chances sharing, resources and authorization, which could consequence some people to take a better quality of life. Institutional racism: It is the combined malfunction of an organisation or establishment to provide specialised service suitably towards persons in regard of their coloring material, civilization, nationality or tribal beginning. Institutional racism can be detect in their attitude, process and manners which measure towards gustatory sensation during jingoism, deficiency of cognition, and racialist typecasting. Exploitation occurs when an person has been singled out for utilizing a workplace complaints process or because of exerting their legal rights. Discrimination should be improper with respects to Recruitment or choice procedure Employment Choosing employees for counsel and advancement Admission of employees to comfortss, reimbursement and services Disciplinary processs Judgment of dismissal from work Pregnancy Retirement age Equal chances Most of the organisations have equal chances policies which are similar in nature. The EOC recommend that while implementing a policy of equal chances, employers should Formulate and go around a written equal-opportunity policy Make sure that a senior director takes the duty for its execution. Should set up a squad which is responsible to implement, proctor and reexamine the policy when appropriate. Equal Opportunities Commission besides recommends that employers should Inform all the employees that the organisation is an equal chances employer Should include an equal chances statement in all the enlisting advertizements Select and recruit from all subdivisions in the community Monitor the procedure of employment by age, physical ability and disablements, gender and race and take action to cover with any favoritism that is evident. Ensure entree for everyone to installations, preparation and development. Should transport out para hit assessment on service judicial admission and service and obtain suited accomplishment Make work more accessible by originating parttime occupation portion strategies. Maintain disciplinary and grudge processs to cover jobs originating due to torment. Develop processs to react and take action for any sort of torment or exploitation. Incorporate equal chances in all policies, programs and schemes from the beginning. Effective direction of diverseness Pull offing diverseness is to do permitting milieus for individuals towards perform and work to their maximal potency. It is the scheme to advance the perceptual experience, recognition and to implement diverseness in every organisation. It is positive in valuing and encouraging differences and in seeking to alter the values, beliefs and civilization of the organisation. It is basal scheduled the idea that every person must be appreciated. It seeks to do milieus anyplace each individual feel respected and accepted. It is a civilization that views differences as a resource lending to organizational success. Every organisation must take at the following to pull off diverseness To take illegal favoritism To back up equal chances To back up para of contact To back up first-class traffics among diverse vicinity. To modulate employer and employee relationships. To supply single rights for each and every employee To beef up the place of the organisation. To guarantee that the direction acts moderately by avoiding favoritism. It can be managed by Increasing client contentment and market place diffusion during a work force sparkly the dwellers, entree to assortment of endowment, successful utilize of Human Resources. Improved worker duty and contentment, activist illustration as first-class director. Avoid favoritism in the procedure of employment choice, preparation, leave, fillip and increases etc, Avoidance of favoritism instances, Supplying suited counsel and enlargement about nonpartisanship and mixture topic for all the workers in the organisation, reconsider, maintain self-assessment processs, review and statement development annually on our equal chances. Using successful systems for, reconsidering and watching the bringing of service and towards make certain so as to high quality and para are invariably assess and better and to do certain that each and every one the employees are acceptance equal and just right of entry and consequence. Committedness by direction and leaders affecting personally in every stage of diverseness work. With regular appraisals and effectual written be aftering greater diverseness can be achieved. By delegating a diverseness commission which takes the duty of planning and implementing diverseness activities. Use of resources suitably By diverseness preparation for board and staff by placing demands through appraisals. Concentrating on cultural competency by recognizing how different civilizations express their choler, authorization, communicating which automatically helps to increase accepting and ability to put up and keep a miscellaneous work force. Effective communicating by agencies of utilizing memos, newssheets and doing certain that communicating sing diverseness is ongoing among the employees of all degrees in the organisation. Equality and diverseness at work In bid to do certain that sameness underpins each and every one characteristics of the employ policies, events and developing every organisation aims at Making certain that employment procedure, counsel and increase policies, patterns processs and to follow with the equal chance policy and do non separate beside any peculiar person or group deliberately or accidentally. Monitoring the employment enlisting procedure in regard to age, disablement, sex and race and obtain achievement to manage any unsimilarity that occur. Extinguishing favoritism in the supplying preparation and development to do certain that all employees can be cognizant of their maximal possible and supply their part for the development of the organisation. Make sure that the whole content sing all preparation and development activities to reflect the promise to para of opportunity and mixture processs and patterns. Attracting a assorted employees and using the accomplishments, cognition, installations and aptitude gettable. By supplying equal preparation and development to all the employees every bit. By taking action as a ground to promote peculiar groups which are under represented to use for specific preparation and stations. Making appropriate accommodations, where it is likely, to let the service and redistribution of those employees who are physically disable. Persons through disablements who match with the least standard for a occupation gap should be shortlisted for interview. By talking with the handicapped people and inquire them how they canister use their aptitude at work. Making all reasonable and adequate attempts when workers develop into immobilize to maintain them remain in employ. By reexamining accomplishments every twelvemonth in meetings and allow workers acknowledge about development and prospect devices. Equality and assortment information should be surrender to the organisation Board at normal period which allows the direction to set up the grounds behind the occurance of any disagreements and take appropriate actions to forestall farther jobs. Benefits of pull offing diverseness The benefits of diverseness at employment are often call with the termA concern instance which describes the benefits of organisation or impact in, developing and prolonging a work force which is diverse in nature. Some of the benefits are as follows: To pull the appropriate personality in favor of the function. being an director of choice, labour are given encouragement to achieve their upper limit likely To hold a complete provide of work force for the forces To pull a extended diverseness of patronage Having a original, competitory and advanced workers Keeping a pleasant-sounding employees by dunking expensive service commission and statement Using workers that container act in conformity and transmit to a miscellaneous client base Development of the organisation standing with trader, patronage, stakeholders and the society To be cagey to spread out corporation which are longlasting and productive, and do fresh relationships with new trader and foundation To be able to piece the emphasis of procurance policy in the community sector To make a sequence response by authorization former administrations in the supply concatenation, to turn to assortment affair excessively Barriers to pull off diverseness Ethnocentrism, imprecise typecast and biass, deprived career agreement, contrary and aggressive employment milieus, Inability to equilibrate between career and dealingss affairs, Fear of invalidate favoritism. If multiplicity is non considered as a precedency by the organisation it can be a barrier to pull off diverseness. Resistance to alter by employees and deficient staffing. Over trust on advisers can most of the clip diminish ownership of organisation, engagement in, and its duty to the multiplicity process? Serious employment tonss and a batch of disputing emphasis on clip makes it non easy to affect employees in assortment occupation. Income creates the daring of doing the new employees and plank associate familiarize with miscellany labors and protected their duty towards work. Ill planned preparation can be a barrier to pull off diverseness. Cultural and linguistic communication differences are able to take to misconstruing and uncomfortableness. Achievement itself be capable of be intimidating for individuals and for association as a complete. Association which contribute in every alter process without usual rating and proclamation might take to failure. There are certain policies and processs which are put in topographic point as a portion of diverseness direction. They are Disciplinary and grudge processs These should be followed as a portion of pull offing effectual diverseness. The Advisory Concillation and Arbitration Service ( ACAS ) Code of Practice ( 2000 ) states that disciplinary processs should non be viewed chiefly as a agency of enforcing countenances. Rather they should be seen as a manner to assist and promote betterment among employees whose work is unsatisfactory. The chief intent of these processs is to excite the work public presentation that contributes to effectiveness of the organisation and to promote its employees to be responsible for their ain behavior. These processs are necessary to do certain consistence and just intervention in managing the jobs at work. The ACAS Code of pattern is considered to be one of the best patterns in pull offing diverseness. Harassment policy This has been put in topographic point to eliminate any sort of torment at work. It besides provides guideline for all the employees to be cognizant of recognized and unacceptable practises at work and besides what steps they can take if they face torment. Disclosure policy This has been set up under the constabulary Act 1997 to run a condemnable records agency which enables the employers and other organic structures to run condemnable cheques who work with kids and vulnerable grownups. Decision Diversity direction is one of the of import factors for the success of any organisation. For even most committed organisations it is of import to make groundwork on pull offing diverseness to accomplish success and to develop a healthy working environment. It besides helps for constructing up of new dealingss at work topographic point where different people bring up originative and advanced thoughts and work together towards development of the organisation.