Analysis of Human Resource Management Role at Royal Bank of Canada

This paper discusses the role of a human resource manager within the Royal Bank of Canada (RBC), outlining the responsibilities such as employee recruitment, training, and policy implementation. It highlights RBC's vision and mission statements, emphasizing their commitment to customer service and financial leadership. The essay details the necessary educational qualifications, key attributes, and minimum skills required for the position, including communication and leadership abilities. It also examines the use of personality and emotional intelligence tests for candidate evaluation, addressing potential grounds for discrimination and best practices for mitigation. The paper concludes by emphasizing the importance of a fair and equitable selection process.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student
Name of the University
Author Note

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The paper discusses my selected job position which is the human resource manager
and also defines the mission and the vision statement of my selected organization which is he
Royal Bank of Canada. Along with this, the paper specifies skills and attributes required for
the position and the requirement of the chosen company. In addition to this, the paper
elaborates the impact of two different tests for the evaluation of the competencies of a
candidate for the mentioned position an also provides the legal considerations.
Selected position and the vision, mission of the company:
The selected position for me is the human resource manager. The human resource
managers are responsible for the management of the organizations and the members of it. The
human resource managers are responsible for the conduction of the activities like the
selection and recruitment of the employees, implementation of an effective employee
relations, identification of the needs of the training and development of the employees inside
the organization, the construction of an effective rewarding policy, effective management of
the change inside the organization along with that planning and strategy formation (Karikari,
Boateng & Ocansey, 2015).
The chosen organization is the largest bank in Canada in terms of the market
capitalization and is a multinational company for the production of the financial services to
the customers of it. The bank was established in the year 1864 and is the current backbone of
the Canadian economy (Rbc.com, 2019).
The vision statement of the chosen company is “Always earning the right to be our
clients’ first choice” (Rbc.com, 2019).
The mission statement of the organization is to be the best in providing the financial
services to the customers of it across the globe and aims to overcome all the other
competitors through their business operations (Rbc.com, 2019).

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Educational Qualification Required:
In order to become the human resource manager of the company, the least required
education qualification is the undergraduate degree in the business administration study with
the specialization in the human resource management (Sharma, 2016).
Attributes required by the organization:
The key attributes required by the organization are the creation of an efficient talent
management framework with the introduction of the effective rewarding policy and the skills
of identifying the needs of the developmental activities of the employees of the organization
(Rbc.com, 2019).
Minimum Skills Required:
The minimum skills required from the candidate are the effective communication and
the ability to lead the organization.
Transferable Skills:
The much needed transferable skills in the organization are the strong and effective
verbal communication and increased improved numeracy skills (Marchington et al., 2016).
Appropriate Tests:
The two tests that are significant according to my consideration for an efficient human
resource manager are the personality test and the emotional intelligence test. The personality
test will evaluate the various aspects of the personality of the managers and will be
significant in identifying the strong and weak point of the leadership that the managers have
to the potential to provide. The emotional intelligence test will certainly examine the

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manager’s leadership during the cases when the employees will not be in the right shape of
mind due to the stress, job dissatisfaction or the mental sufferings (Bratton & Gold, 2017).
Grounds of Discrimination:
The 4 grounds of discrimination are the partial judgement on the basis of race, sex,
physical disability and age.
The partial judgment depending on the race of the employees is seen to affect the
entire workforce and at the same time, the production of the favours depending on the sex of
the employees is seen to create significant amount of unrest among the employees of the
organizations. The above mentioned issues happen for the partial judgements on the basis of
the age and the physical ability of the employees as well.
The best practices for the reduction of the impact of this issues are observed to be in
the form of the evaluation of the past employment history of the candidates and through the
practical evaluation of the candidate with a precise focus on his or her activity regarding the
mentioned issues during the selection process.

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References:
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.
Karikari, A. F., Boateng, P. A., & Ocansey, E. O. (2015). The role of human resource
information system in the process of manpower activities. American Journal of
Industrial and Business Management, 5(06), 424.
Marchington, M., Wilkinson, A., Donnelly, R., & Kynighou, A. (2016). Human resource
management at work. Kogan Page Publishers.
Rbc.com(2019). About RBC - RBC. Retrieved from https://www.rbc.com/about-rbc.html
Sharma, F. C. (2016). Human Resource Management: Latest Edition. SBPD Publications.