Human Resource Management in National Australia Bank

This presentation discusses the Human Resource Management practices in National Australia Bank. It covers the development and training of personnel, employee motivation and remuneration, and performance appraisal. The presentation highlights the importance of HRM in an organization and how NAB motivates its employees through effective training and development sessions, remuneration packages, and remarkable performance appraisal benefits. The presentation also discusses how the adequate training regarding technical skill use helped in strengthening the digital strategy and how the attractive remuneration package motivates the employees to perform better and develop the competitive landscape.

Human Resource Management
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Introduction
 National Australia Bank is associated with more than 30,000
people serving almost 9,000,000 customers at more than 900
locations in New Zealand and Australia (Nab.com.au 2018).
 The company believes in innovations and work with the
workforce by developing the infrastructure for the betterment
of the customer services.
 The human resource management of the company pays
attention to the different HRM activities, such as Development
and Training of Personnel, Employee motivation including
remuneration, and performance appraisal.

Development and
Training Personnel
 ‘The Academy’ is a professional
development plan undertaken by
NAB to enable the digital technology
usage.
 NAB spent almost $8 million for
building a corporate training process
that completed in mid 2009 (Crozier
and Crozier 2017).
 The purpose of this training session
was to enable the technological
usages for the digital business and
making the professionals tech-savvy
to deal with the advanced system.

Development and Training
Personnel (Contd…)
 This academy provides leading edge courses,
programs, innovative technologies, and tools
 It is also considered as the digital strategy
 This training program enables the learning scenario for
the professionals associated with the company that
helped them in developing their professional skills
 This digital strategy helped the professionals to create
the value and collaborating with the strategic partners.

Employee Motivation
including Remuneration
 The company provides the reward facilities for the
employees to attract, retain, and motivate them.
 The review and measurement of the performance
parameter of the employees determine the remuneration
package of the employees (Afr.com 2018).

Employee Motivation including
Remuneration (Contd..)
 The alignment of the employees’ interests is the
main motif of this remuneration process that lead
towards employee motivation.
 The company values the contribution of the
associated members due to which the employees
receive the extra pay for the extra hours spent on
working days.

Performance Appraisal
 Andrew Thorburn, the chief
executive officer gathered the
senior executives to monitor
the performance reviews of the
employees (Afr.com 2018).
 The company introduced the
initiatives that suggested to be
driven less by the tools and
more by the incentive schemes
as the appraisals.

Performance Appraisal
(Contd..)
 The performance appraisal process is developed by
reviewing the complexity level of the work done by the
company.
 The restructuring process of the pay structure during the
performance appraisal is quite helpful for retaining the
employees for the longer period of time.

Conclusion
 Human Resource management is the integral part of an
organisation
 The Human Resource Management in NAB motivates
the employees by providing effective training and
development session, remuneration package, and
remarkable performance appraisal benefits.
 The adequate training regarding the technical skill use
helped in strengthening the digital strategy.
Accordingly, it helped the company to acquire the
competitive advantage

Conclusion
 The attractive remuneration package motivates the
employees to perform better and develop the
competitive landscape
 The senior executives are associated to review the
performance. Their performance appraisals through
promotions and effective hike on the pay structure
drive the employees to develop better performance
skills.

References
 Afr.com, 2018. NAB embraces the end of performance reviews.
[online] Financial Review. Available at:
<http://www.afr.com/brand/chanticleer/nab-embraces-the-end-of-
performance-reviews-20150729-gin7l4> [Accessed 14 Apr.
2018].
 Afr.com, 2018. NAB to scrap formal performance review. [online]
Financial Review. Available at: <http://www.afr.com/news/nab-to-
scrap-formal-performance-review-20150729-gin5el> [Accessed
14 Apr. 2018].
 Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and
Saks, A.M., 2015. Employee engagement, human resource
management practices and competitive advantage: An integrated
approach. Journal of Organizational Effectiveness: People and
Performance, 2(1), pp.7-35.