Wells Fargo Bank Human Resources Management Philosophy

Wells Fargo Bank Human Resources Management Philosophy

Introduction

Wells Fargo ( Eng. Wells Fargo) - the company that provides diversified financial and insurance services in the U.S. , Canada and Puerto Rico is included in the rating of the Fortune 1000 . The company is based in San Francisco , while the headquarters of the banking units located in Sioux Falls , South Dakota . Wells Fargo formed by the merger of the California company Wells Fargo & Co. and Norwest, the company from Minneapolis in the 1998 year. Board of the new company, it was decided to keep the name Wells Fargo to use the well-known name of the company with 150 years of history and its famous symbol - the coach . Wells Fargo operates 6062 branches serving more than 23 million customers (Wright, 2009).

History

The Wells Fargo & Company was founded on 18 March 1852 by Henry Wells and William Fargo , creators with John Warren Butterfield (in) of American Express . The latter wished to participate in the expansion of business in California where we had discovered gold .

Wells Fargo merged in 1905 with the Bank of Nevada , led by Isaias W. Hellman , who was later renamed Nevada National Bank in 1898.

Discussion and Analysis

Additional policies

At Well Fargo, the business group that develops the policies for the organization and its structure leads towards a great deal for building authority. This project covers many parts where the adapted policies by Well Fargo has been discussed and highlighted to better understand their philosophy related to human resource (Ulrich, 2010).

We are a team

Under the working condition, Wells Fargo has develop such a setup that their employees must believe that they are the important part of the organization and they must work collectively for better result. They are trained in such a way that they are valued each and every effort of their contribution towards the organization. Thus, according to Wells Fargo, the commitment of the organization towards their employees is seen in such a way that they do not call the people working under them as “employees” not a cost to be managed, they are believe to be the team members like an assets to invest in.

The implementation of the team member depends on how each member is connected to their vision. Under the philosophy of Wells Fargo, the teamwork is important for the cross sell: “the desire for satisfying all their consumers' financial demands and needs and helping them to succeed financially. However, they are aware of the fact that just by saying as to work as a team is not quite enough; they have to live up it. While preparing this project, we came across the word “we”, which shoes that whatever the organization is up to for achieving, they take the pride in recognizing all their staff members (Temple, 2008).

Our approach

The team members are considered to be one of the greatest assets they have. Thus, they believe that giving the ...