Applications of Business Communication

Business Report – A Difficult Hiring Decision at

Central Bank

Submitted by:

Siddhant Mohapatra MBA/07/227

Submitted to: Teaching Associate:

Prof. Mukesh Kumar Ms. Soumya Sharma
Executive Summary:
The Central Bank of Canada has approximately 1200 branches in Canada, with its Retail
Banking section serving as a major source of revenue. The Retail division has evolved as a
significant component of the Bank's long-term performance due to its capacity to deliver a
comprehensive range of financial services to consumers.
They recently parted ways with Mr. Martin Smith, VP (Regional Sales), due to poor
performance, and were looking for a qualified applicant to fill his shoes. They need someone
who can enhance the bank's profitability and market share while also spearheading the
formulation and construction of segment-wide and cross-segment projects while being true to the
bank's vision, objective, and values. Finally three candidates have been selected for further
evaluation.
Situation Analysis:
The Central Bank is the subject of the case. Martin Smith, the bank's vice president of sales, has
been let go due to his poor performance. The key reason for his dismissal is his lack of energy to
change the practices that hampered the bank's growth. Other reasons for letting him leave include
several inabilities and a lack of motivation. The corporation now need someone to work on the
bank's development in accordance with the newly created Vision, Mission, and Values.The
corporation has completed the initial screening and interview process for the post and now has
three final applicants.
Problem Statement:
The principal challenge is to find the suitable VP candidate who can develop trust and rebuild the
workforce and processes that are currently in place to bring value to the organization while
adhering to the company's newly established Vision, Mission, and Values.
Available Options:
 Charlotte Webb - Senior Director, Customer Experience, Marketing Division (Toronto)
 James Skinner – VP, Retail Bank, Toronto West & Hamilton, Regional Bank
 Scott Warren – District Vice-President, First Northern Bank
Criteria for evaluation:
 Leadership
 Relevant experience as a Business Executive
 Carry out the necessary cross-functional roles
 Communication and people skills
 Role in Business Process Improvement
 Expertise in Retail Sales Management
 Value System and Vision for the company
 Evaluation of options:

Evaluation
Charlotte Webb Scott Warren James Skinner
of Options

Leadership in cross Major business turnaround Genuine, candid, and

functional roles in past compassionate

Has a long-term
Goal Oriented Focus on people and
outlook
PROS teamwork
Employee
Commitment Index Determinant in business Excellent communication
scores are improvement role skills
exceptional.

Accomplished in profitability
Excellent Strategic Sense of business acumen,
and cost management targets
and Analytical Skills accomplished maximum
deliverables with minimum
resources

Obtuse and
Leadership abilities are yet to There is a lack of clarity
emotional
be established regarding the resolution to
leave First Northern Bank

Front-line Individualistic approach As a succession contender,

CONS experience is rather than teamwork he is less credible
extremely limited.

Maternity leave is In past positions, lacked a

fraught with long-term view. Strategic depth is
uncertainty. missing.
Front-line Limited ability to adapt to
experience is change
extremely Interpersonal skills are iffy
limited.
Recommendation:
 The ideal course of action would be to recruit Charlotte Webb after thorough assessment
of available options and keeping the firm's ultimate goal in mind.
 Internal promotion guarantees that the candidate has the requisite knowledge of the
company's operations, mission, values, and long-term goals.
 As a well-liked and respected member of the organization, she will be able to facilitate
the smooth integration of functional segments that the Bank desires in the near future.
 The firm's goal of selecting a "Succession" candidate would be met if the individual had
the ability to coach subordinates, implement initiatives across SBU lines, and have an
analytical and strategic attitude.

Action Plan:

Conduct an orientation program for Charlotte to acquaint her with her new role and conduct a
comprehensive training program to enable her to execute the front-line activities expected of
her in her new business position. During her probationary time, conduct a thorough
evaluation of her development and provide any necessary feedback. We can assist her in the
early phases of her job by familiarizing her with the role and assisting her in establishing a
proper connection with the rest of the team, other employees, and the HR team.

Contingency Plan:
 Poor Performance: If Charlotte fails to meet her goals, create a new training and
evaluation program to help her overcome the obstacles and succeed in her new role.
 Extended Maternity Leave: Allow Charlotte to work from home or find a temporary
replacement to cover any gaps in her schedule.