Project Report: Effects of Westpac Recruitment on Migrant Employment

This project report investigates the effects of Westpac Banking Corporation's recruitment and selection policies on the employment of migrant workers. The report begins with an overview of the topic, introducing the context of migrant employment and the role of recruitment policies in fostering job satisfaction and cultural diversity within the organization. It then outlines the research question, goals, and methodology, which includes a survey of Westpac employees. The findings section delves into the current state of migrant employment at Westpac, examining the percentage of migrant workers, their approach to mainstream business activities, and transitions in recruitment policies over time. Furthermore, the report explores steps taken by Westpac to improve the language skills of migrant employees. The analysis considers the impact of these policies on the recruitment and selection of migrant workers, with a focus on the potential for discrimination and the importance of equal opportunity. The report concludes with recommendations for improving recruitment practices and promoting inclusive employment, drawing on scholarly reviews and data analysis to support its conclusions. This research is valuable for students, particularly in HRM, by providing practical insights into the challenges and opportunities of migrant employment in a major financial institution.

Running head: HUMAN RESOURCE MANAGEMENT
Project report on “Effects of recruitment and selection policy of Westpac Banking
Corporation on Migrants Employment”
Name of the student:
Name of the university:
Author note:

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Executive summary
Migrant workers intend to travel to other countries for better job opportunities. This is the
pull factor, which reflects the different in the conditions of the employment in the countries.
It is the responsibility of the firms to revise the recruitment and selection policies, so that the
migrant workers also get equal opportunities for achieving job satisfaction. This report
undertakes an explorative approach towards detecting the ways in which the recruitment and
selection policies affect the migrant employment. Revising the parameters of recruitment is
effective for the HR manager to enhance the cultural diversity of the workplace, Westpac
Banking Corporation.

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Contents
Overview of the topic.................................................................................................................3
Introduction............................................................................................................................3
Research question...................................................................................................................3
Goals and method.......................................................................................................................4
Findings, discussion and analysis..............................................................................................6
Recommendations....................................................................................................................14
References................................................................................................................................16
Appendix 1...............................................................................................................................19
Reflection.............................................................................................................................19
Appendix 2...............................................................................................................................21
Survey questions..................................................................................................................21
Appendix 3...........................................................................................................................24
Appendix 4...........................................................................................................................25

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Overview of the topic
“Migrants’ employment is affected by the recruitment and selection policy in Westpac
Banking Corporation”
Introduction
This report is based on the proposal on “Migrant employment is affected by the
recruitment and selection policy in Westpac Banking Corporation”. The tone of the proposal
was interrogative, which is assistance in terms of exploring the impact of recruitment and
selection policies on migrant employment in Westpac Banking Corporation. Within this
process, the emphasis has been shed on the factors influencing migrant recruitment and
selection policy. Scholarly reviews are conducted for enhancing the awareness of the readers
about the migration employment and its affectation on the recruitment and selection policies
in the companies like Westpac.
Research question
The research aims to seek answers for the question, “What are the effects of
Recruitment and Selection Policy of Westpac banking Corporation on Migrants
Employment?”
Delving deeper, the proposal excavates the contribution of the recruitment and
selection policies towards enhancing the productivity of Westpac Banking Corporation.
Revision of these policies is an agent in terms of achieving higher competitive advantage
over the competitors. The organization of Westpac Banking Corporation is selected because
of the effectiveness of international skilled migration towards improving the productivity
(Finder.com.au, 2020). The studies reveal that workforce demographics acts as an obstacle in
the process of formulating effective decisions regarding recruitment of the skilled and
efficient candidates, capable of enhancing the productivity of workplace like that of the

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Westpac Banking Corporation. The personal characteristics of the decision makers along with
the organizational characteristics typically influence the preference of the migrant candidates
belonging to the minority group. The research also speculates the importance of recruitment
and selection policy on the improvement of migrant employment. Legislative perception is
reflected from Equal Employment Opportunity Act, which contradicts the aspect of conflicts,
discrimination and harassments. These legislations is effective for the migrants in terms of
getting equal treatment in the workplace of the Westpac Banking Corporation.
Goals and method
Explorative design is adopted in the proposal for exploring the factors, which
influence the recruitment and selection policies in Westpac Banking Corporation towards
migrant employment. Through the means of positivism philosophy, the focus is on migrant
recruitment and selection policies, which expands the scope and arena of the supply chain
network in the company. For collecting essential data, the means of primary quantitative has
been selected by the researcher. As a matter of specification, survey has been conducted on
100 employees of Westpac Banking Corporation. These samples have been selected on the
basis of probability testing with due consideration to the awareness about the migrants
belonging to the minority group. The responses of the samples have been analysed through
the means of survey questionnaires, tables, charts and graphs, backed up by scholarly
reviews, which assists in enriching the knowledge of the readers regarding the recruitment
and selection policies, especially for the migrants. These reviews have been experimented
through the prisma diagram, which generates relevancy and reliability in the research
As a matter of specification, the researcher adopts liberal approach while collecting
data from the samples. This is through the means of implementing Data Protection Act
(1998) for protecting the responses from the issue of commercialization. Through this

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research, attempts are made towards synthesizing the following hypothesis for deducing
relevant conclusions regarding the recruitment and selection policies for the migrants in case
of Westpac Banking Corporation.
 H0: Recruitment and Selection Policy does affect migrant employment
 H1: Recruitment and Selection Policy adversely affects migrant employment
After the formulation of the hypothesis, the action plan has been prepared, which acted
assistance in progressing with the research activities according to the plans. At this stage, one
of the crucial activities was linking the achieved facts with that of the identified and specified
objectives. However, this alignment was at a preliminary stage.

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Findings, discussion and analysis
The research identifies the issue of personnel planning and job designing, which is
accounted as the important element of the human resource management in Westpac Banking
Corporation. Problem solving cycle is followed for conducting the research, which is
reflected from the identification of the issue at the initial stage. Scholarly reviews is effective
in terms of expanding the knowledge horizons and perspectives, which relates with the
explorative and deductive approach towards detecting the factors affecting and influencing
the migratory recruitment and selection policies in Westpac Banking Corporation
(Westpac.com.au, 2020). At this stage, the alignment of objectives and the collected facts
were synthesized in great details.
Objective 1: To investigate the percentile of the migrant workers in the Westpac Banking
Corporation
In the era of 2019, the temporary visa provision was the maximum. This reflected the
situation of more migrant workers to Australia in terms of enhancing professionalism. This
situation can be considered as the push factor, created by the Westpac Banking Corporation,
Australia (Sabot, 2019). The following figure sets the ground for the situation.

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Fig: Temporary visas in Australia
(Source: Homeaffairs.gov.au, 2020)
Immigrants are a major component towards enhancement of the economic growth and
development. Immigrants contribute towards enriching the cultural diversity. In this context,
recruitment and selection policies are crucial, which is supervised under the Employers’
Diversity Network (Sabot, 2019). Recruitment policies are central to the companies in terms
of gaining skilled and potential customers. These selection policies are effective for Westpac
Banking Corporation in terms of assessing whether human resource management parameters
are effective for the employees migrating to Australia from the other countries. In this
context, Czaika and Parsons, (2018) mentions about the diversity policies, which are
necessary for enhancing the cultural parameters.
Objective 2: To examine the approach of the employees towards the mainstream, business
activities of Westpac Banking Corporation
Skilled workforce is the essential requirement in any workplace for the fulfilling the
identified and specified goals. Labour maintenance costs are borne by Westpac, which helps
in estimating the other expenses. According to the annual reports of 2018, there is separate
migrant employment banking units of the Banking Corporation, which caters to the
development of cover sheets regarding investments (Westpac.co.nz, 2020). Governmental
interventions are essential in terms of upgrading the standards and quality of the recruitment
and selection process through the formulation of policies. In these policies, the criterions of
the job design are revised according to the needs, demands, requirements and expectations of
the candidates (Light, Bhachu and Karageorgis, 2017). Competitor analysis is conducted for
assessing the position in the market and the need for increasing the market share through the
means of offshoring and outsourcing the financial operations.

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Objective 3: To measure the transitions, which came in the recruitment and selection policies
of Westpac banking Corporation
Fig: Recruitment and selection policy in 2015
(Source: Apsc.gov.au 2020)
One of the challenges for the Bank is that of making human resource management
plans. Along with this, difficulties also persist in the management of the financial operations,
which results in the failure to influence the stakeholders and shareholders. If the attention is
placed into the year of 2012, need of competent workforce compelled Westpac Banking
Corporation to cope up with the external pressures and expectations of the employees
(Westpac.co.nz 2020). In the perspective of the migrants, these difficulties adds an
interrogative parameter to the policies for recruiting and selecting the employees, migrating

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from the other countries to Australia. Therefore, in 2015, the recruitment and selection
policies were revised with the inclusion of fair and equal treatment. The revision was
supervised by the Care Quality Commission and Department of Health (Apsc.gov.au 2020).
As a matter of specification, recruitment and selection policy formulation for the
migrants is supervised by the members of the Securities and Exchange Commission,
Australia (Asic.gov.au, 2020). Form 20F is issued for ensuring that processes are in
alignment with the rules and regulations. Forward looking statements are proposed in the
disclosure statements. As a result of this, Transatlantic Council on Migration decided to
introduce selection systems in 2016. Revisions of the system resulted in improvement in the
skills of the labours. However, the success of this system was short lived, as complaints were
received from the migrants regarding incapability of the systems to recruit according to the
needs of the labour market (Asic.gov.au 2020). McCollum and Findlay (2018) are of the view
that this is according to the segments of the section 21E of the US Securities Exchange Act
(1934). Ethical code of conduct is implemented in the business operations for ensuring that
they are in accordance to the identified and specified requirements.
Objective 4: To speculate the steps taken by Westpac Banking Corporation towards
improving the language skills of the migrant employees
Fig: The SLPET program at AMES Australia
(Source: Guo 2018)

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The migrants coming to Australia are provided with the opportunities for gaining an
insight into information regarding the sources from which money can be accessed. Along
with this, access towards verification of the identity sources and change of the arrival dates
are some of the other aspects, which enhances the ease of the migrants in terms of settling in
unknown countries. Westpac offers exclusive services to the clients and customers, especially
to the migrants. Mention can be made of Adult Migration English Program, which caters to
the provision of English training to the eligible migrant. Here, one of the conditions is that of
the date of VISA, which is considered for the commencement of the training. (Finder.com.au
2020). These programs provide 200 contact hours including the entitlements. The outcomes
of these training are positive, which reflects boosting the morale of the employees. These
accesses reflect the approaches of the Westpac Banking Corporation in terms of generating
inclusive practice among the employers for enriching the cultural diversity (Asic.gov.au,
2020).
In all of these training programs, the eligibility criterion is bachelors’ degree at the
time of arriving at the host country, Australia. In this context, one of the aspects is the lack of
basic work experience, reduced the chances of acquiring qualification matched employment
for the skilled migrants. In this context, cross cultural issues were also a problem in terms of
attaining qualification matched employment. Absence of generic and cultural knowledge was
a striking issue. Cultural knowledge provided the non-English speaking candidates with the
opportunity to attain better placement offers (Harvey, Groutsisand van den Broek 2018). The
reporting for these outcomes were done to the Relationship Manager, who caters to the
provision of tailor made solutions to the migrants. On the other hand, migrant banking is
effective for catering to the needs, demands and requirements of the migrants.
Reference can also be cited of the Australian governments’ scheme, Pacific Seasonal
Workers Pilot Scheme (PSWPS), which helps in recruiting the desired candidates from

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overseas. In this process, Westpac Banking Corporation considers the aspects of skills, which
the workers are expected to display in their home countries; reintegration services, saving and
remittances, departure services in the home/host countries, employment skills and knowledge
among others (De Haas, Natter and Vezzoli 2016). The banking personnel use social media
marketing, which is effective for increasing the trafficking of the audience towards the brand
image. The latest trends and offers in the policies and services are uploaded on the websites
for disseminating the essential information to the clients and customers. Specifically,
keyword search is conducted for enriching the information on the migrants and their
requirements. This keyword search process is used by the Banking Corporation for gaining
awareness of the conditions in the native market of the migrants. This search is effective for
planning the ways in which the recruitment and selection policies can be improved (Polanco
and Zell, 2017). In the process of formulating the policies on recruitment and selection, the
banking personnel adhere to the facts of labour mobility. Special services are there for the
disabled people. Along with this, remittance use, economic development is also considered
for providing the employees with the relevant packages to the migrant employees.
Papastergiadis (2018) highlights different schemes, which the Westpac Banking Corporation
undertakes for fulfilling the needs, demands and requirements of the migrants. These schemes
are: New Zealander recognised Seasonal Employer scheme and Australia’s Pacific Seasonal
Worker Pilot Scheme. These schemes are temporary, however, the knowledge and skill mix
is in accordance to the frameworks and policy guidelines implemented by the government.
Objective 5: To measure the impact of equality and diversity policy implementation on the
migrant workers
Seasonal workers are provided with training related to the specific services like
mobile banking, credit cards and others, which are important in the host country. On the job
trainings are an important component of the training programs, which are non-transferrable

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from the home countries. Sumption (2017) expresses concern about the absence of any
overarching work related skill development programs under the scheme. In this context, skill
development is exclusively up to the individual opinion of the employees. One of the other
issues is that of recruitment and selection discriminations, which reflects biases. This bias
reduced the chance of attaining qualification based employment opportunities (Papastergiadis
2018). Projects catering to the relationship building and social media marketing, aims at skill
development of the migrant workers. This project is a positive indicator for improvising on
the productivity. Some of the workers reported that the skills, which they learnt could be
transferred into the process of gaining employment in the host countries. Inquisitiveness
towards gaining new skills was a common theme in the migrant workers.
Adopting the RSE scheme seemed to be effective for Westpac Banking Corporation
in terms of constructing plans for enhancing the awareness of the workers about the specific
aspects of the banking facilities. In this context, the transferrable skills provided were time
management, financial planning and language skills, which were common. Equality also
prevailed in the planning process for increasing the confidence, fluency in speaking English
and computer skills. For this, diversity policies were revised (Holm and Haahr 2018). Until
2012, merely 500 workers had access to the programs introduced by the bank. According to
the latest guidelines, the recruitment and selection is to be based on the enterprise agreements
and internal agency policies (Apsc.gov.au 2020). Migrant banking process is flexible, as
contact options are provided for enhancing the access of the migrants towards the basic
financial services. Along with this, there is also a provision for the selecting the branch and
getting access to the services and the benefits, which the migrants can achieve.
Under the scheme of “Moving to Australia”, Westpac aims to assist the migrants
through briefings about the policy benefits and the impact on the lifestyle. Logging into the
websites is assistance in terms of getting the options on the account types and benefits along

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with the location of the nearby ATMs the ways of transferring money to the other accounts as
per the requirements (Finder.com.au 2020). There are detailed information on the ways to fill
the applications. Typical evidence of this lies in the page, Westpac Choice, which the
migrants can avail. Upon accessing this site, the migrants can undertake the process of online
activation for their accounts. Upon activation, the migrants are informed about the basic
information, which they are to follow for having hassle free service by investing in Westpac.
Mention can also be made of the page, which caters to the travelling and migrant persons.
Through this page, Westpac manages the activities of the clients and customers regarding
availing the services of foreign exchange, travelling, migrating, and establishing business
abroad and others. Under the foreign exchange, information is disseminated about foreign
exchange rates, converters, sending money overseas, having foreign currency accounts and
the investments to be made from the account (Westpac.co.nz 2020).
Through the travelling services, the Bank caters to the management of the currency in
the overseas countries, travel insurance and global ATM alliances. The clients and customers
are provided with specialist options for gaining effective solutions regarding the issues.
Facilities for banking in the host countries are also disseminated to the migrants. Applications
are collected from the migrants, which is effective in terms of opening an account in the host
country. There has been a proposal for clubbing the migrant working with the main
operations of the bank. This decision seemed to be effective for catering to the needs of the
migrants. There is a team of skilled and efficient professionals, which caters to the
employees, who are planning to move to countries like New Zealand.
Apart from this, there are also smart ATM’s and coin exchange for the migrants,
which helps them to get acquainted with the smart devices and technologies. Cheque deposit
techniques are also levied to the migrants for enhancing their awareness about the cash flows
and the securities. According to the arguments of Guo (2018), this aspect is crucial, as the

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migrants have entered into a new county and are unaware of the mechanisms related to the
operations. One wrong step can be harmful for the migrants to maintain the security of their
belongings. The net operating income in this process was estimated to be $1.25 million. The
bank has plans for the migrants, which are effective in terms of luring them towards the
services. In all of these aspects, the main aim is to hire the right migrant worker for
enhancing their professional skills, competencies and abilities. The facilities like travel visa,
ATM cards are the means for luring the workers to the bank services.
Recommendations
In order to cater to the migrants’ needs and requirements, the migratory and diversity
policies need to be revised on a priority basis. This can be done in the form of meetings and
sessions, which would reflect diversity and inclusive practices. Considering the revelations of
Iom.int(2020), it can be said that the procedures of the recruitment and selection needs to be
revised for enhancing the standards and quality of the services. As a matter of specification,
the publication of vacancies needs to be made frequently, so that the migrants can gain
awareness about the requirements, which the Westpac Banking Corporation has recently
posted. For screening the candidates, advanced technologies need to be acquired, which are
free of anti-virus. This acquisition would be effective for averting the instances of
malfunctioning, hacker interventions at the time of actual screening process.
Sessions can be conducted for briefing the migrants about the requirements and the
strategies for accomplishing the targets. Within the plans, information can disseminated about
the schemes, which have been planned for providing quality accommodation facilities to the
migrants. For this, Westpac Banking Corporation can indulge in tie-up acquisitions with
guest houses, hotels, inns and others. This approach would expand the scope and arena of the
supply chain network, provided there is financial flexibility. Supervision by the Appointment

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and Posting Board would be a planned and reasoned approach towards assessing the
feasibility of the strategies in terms of fulfilling the needs, demands and requirements of the
migrants.
There are various processes through which the recruitment and selection is performed.
This is because of maintaining the market position in the competitive ambience. This
variation reflects the different processes, which the bank can adopt for influencing the
purchasing decision and power of the clients and customers. In this process, the main
emphasis is on earning profit, which results in the failure towards gaining an insight into the
factors, which drive the recruitment and selection process and policy formulation. Using
different strategies, through experimentation is effective for Westpac Banking Corporation in
terms of assessing the feasible and suitable policies for the migrants.
According to the final verdict, no branches would be closed (Sabot, 2019). Along with
this, there would be two help stations, which would look after the services provided to the
migrants. At the final stage, evaluation is conducted for assessing the effectiveness of the
provided services to the customers. This is done through the means of checklists and
templates, which is assistance in terms of examining whether all of the points have been
covered in accordance to the criterions of human resource management. The recommendation
of the help stations would be effective in terms of providing the needed assistance to the
migrants. The measurability of this recommendation would be reflected from the mass
involvement of the migratory employments to the services of the Bank. Response of the
clients and customers to the services posted on the social media would make the
recommendation achievable. Accumulating the budget allocation and resources, the time till
when the recommendation can be achieved would be roughly one year. Along with this,
language and cultural training programs need to be made frequent, so that the migrant

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workers can adapt themselves to the culture of Australia. In this context, Equality Act (2010)
is needed for ensuring that the instances of discriminations and harassments are averted.

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References
Apsc.gov.au 2020. About us. Available at: https://www.apsc.gov.au/recruitment-guidelines
[accessed on 20th April 2020]
Asic.gov.au 2020. About us. Available at: https://asic.gov.au/ [Accessed on 19th April 2020]
Czaika, M. and Parsons, C.R., 2018. High-skilled migration in times of global economic
crisis. High-skilled migration: Drivers and policies, pp.20-47. [Accessed on 13th March 2020]
De Haas, H., Natter, K. and Vezzoli, S., 2016. Growing restrictiveness or changing selection?
The nature and evolution of migration policies. International Migration Review. 14(1), 10-20.
[Accessed on 13th March 2020]
Dinkelman, T. and Mariotti, M., 2016. The long-run effects of labor migration on human
capital formation in communities of origin. American Economic Journal: Applied
Economics, 8(4), pp.1-35. [Accessed on 13th March 2020]
Finder.com.au 2020. Westpac choice for migrants. Available at:
https://www.finder.com.au/westpac-choice-migrant-banking [Accessed on 5th March 2020]
Guo, S. ed., 2018. Work, Learning and Transnational Migration: Opportunities, Challenges,
and Debates. Routledge. [Accessed on 13th March 2020]
Harvey, W.S., Groutsis, D. and van den Broek, D., 2018. Intermediaries and destination
reputations: explaining flows of skilled migration. Journal of Ethnic and Migration
Studies, 44(4), pp.644-662. [Accessed on 13th March 2020]
Harvey, W.S., Groutsis, D. and van den Broek, D., 2018. Intermediaries and destination
reputations: explaining flows of skilled migration. Journal of Ethnic and Migration
Studies, 44(4), pp.644-662. [Accessed on 13th March 2020]

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Holm, A.B. and Haahr, L., 2018. e-Recruitment and selection. In e-HRM (pp. 172-195).
Routledge. [Accessed on 13th March 2020]
Homeaffairs.gov.au 2020. About us. Available at: https://www.homeaffairs.gov.au/
[Accessed on 13th March 2020]
Iom.int 2020. UN Migration. Available at: https://www.iom.int/recruitment-procedures
[Accessed on 7th March 2020]
Light, I., Bhachu, P. and Karageorgis, S., 2017. Migration networks and immigrant
entrepreneurship. In Immigration and entrepreneurship (pp. 25-50). Routledge. [Accessed on
13th March 2020]
Marshall, B. ed., 2018. Politics of Migration: A Survey. Routledge. [Accessed on 13th March
2020]
McCollum, D. and Findlay, A., 2018. Oiling the wheels? Flexible labour markets and the
migration industry. Journal of Ethnic and Migration Studies, 44(4), pp.558-574. [Accessed
on 13th March 2020]
Papastergiadis, N., 2018. The turbulence of migration: Globalization, deterritorialization and
hybridity. John Wiley & Sons. [Accessed on 13th March 2020]
Polanco, G. and Zell, S., 2017. English as a border-drawing matter: language and the
regulation of migrant service worker mobility in international labor markets. Journal of
International Migration and Integration, 18(1), pp.267-289. [Accessed on 13th March 2020]
Sabot, R., 2019. Migration and the labor market in developing countries. Routledge.
[Accessed on 13th March 2020]

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Sumption, M., 2017. Labour immigration after Brexit: questions and trade-offs in designing a
work permit system for EU citizens. Oxford Review of Economic Policy, 33(1), pp.45-53.
[Accessed on 13th March 2020]
Van den Broek, D., Harvey, W. and Groutsis, D., 2016. Commercial migration intermediaries
and the segmentation of skilled migrant employment. Work, employment and society, 30(3),
pp.523-534. [Accessed on 13th March 2020]
Westpac.co.nz 2020. FX, Travel & Migrant. Available at:https://www.westpac.co.nz/fx-
travel-migrant/ [Accessed on 5th March 2020]
Westpac.com.au 2020. About us. Available at: https://www.westpac.com.au/personal-
banking/bank-accounts/moving-to-australia/ [Accessed on 5th March 2020]

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Appendix 1
Reflection
At the initial stage, I would like to thank my professors for providing me with the
opportunity to work on this topic. I think migrants are like new joinees in a team, who are to
be briefed, so that they are properly accommodated within the systems. In the process of
referring to the proposal, I found that the topic selection has been apt in terms of conducting
some research on the migrants and their approach towards the selection and recruitment
policies formulated by Westpac Banking Corporation. I conducted research on the working
mechanisms of Westpac and was surprised to find that they have exclusive offers for
influencing the purchasing decisions and power of the migrants. I can make mention of Debit
cards, preference for account type and others, which caters to the information dissemination
process. Apart from this, I also referred to the propositions of Marshall (2018) for gaining an
insight into the temporary schemes, which are effective for luring the migrants towards the
services.
Affirming to the arguments of Van den Broek, Harvey and Groutsis (2016), I have
found that Westpac Banking Corporation practices different types of banking for fulfilling the
needs, demands and requirements of the migrants and the other customers. I think that
schemes like “Moving to Australia” is effective for providing tailor made solutions to the
migrants. I have gained an insight into the fact that Westpac Banking Corporation has skilled
and qualified members in the executives, who deal with the needs of the migrants. The
migrants are provided with the option of contacting the office staffs, which is a two way
communication, enhancing the public relations (Sabot 2019). Using advanced technologies
like social media is effective for expanding the scope and arena of the supply chain network.

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I also feel that clubbing the main operations with the regional operations would be
effective for the migrants in terms of gaining a better access to the services. According to my
observations, detecting the prospective professionals intending to move to New Zealand
would be effective for the bank to estimate the best possible avenue, which can be adopted
for expanding the supply chain network. Keeping the branches open would be a productive
approach for fulfilling the specific needs, demands and requirements of the clients and
customers. I also feel that help stations are effective in terms of catering to the queries of the
migrants regarding accessing the financial services in an effective manner. Polanco and Zell
(2017) opines that the bank personnel need to conduct evaluation for the introduced facilities
for assessing the effectiveness, feasibility and appropriateness according to the identified
needs, demands and requirements of the migrants. I think that Coin exchange facilities and
smart ATMs are a means for influencing the purchasing decisions and power of the migrants.
Revision in the cheque deposit techniques would be effective for Westpac Banking
Corporation to improve the shopping experience of the migrants. Considering the arguments
of Dinkelman and Mariotti (2016), I think seminars on the security of the accounts is a
productive approach for the bank in terms of gaining trust, loyalty and dependence from the
clients and customers.

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Appendix 2
Survey questions
Q1. What is your age?
 20-30
 30-50
 Above 50
Q2. What is your gender?
 Male
 Female
Q3: How frequently are you provided with the cultural awareness training?
 3 months
 6 months
 1 year and above
Q4: How do you feel about the effectiveness of the ethical code of conduct?
 Highly effective
 Effective
 Neutral
 Ineffective
 Strongly ineffective
Q5: Do you agree that the recruitment and selection policy benefits suffice your basic
needs?
 Yes

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 No
Q6: What do you think about the seminars and lectures on the migratory employment
benefit package?
 Highly satisfactory
 Satisfactory
 Neutral
 Unsatisfactory
 Highly unsatisfactory
Q7: To what extent do you think that the facilities are renovated for providing equal
opportunities to the workers belonging to the minority groups?
 Strongly agree
 Agree
 Neutral
 Disagree
 Strongly disagree
Q8: What do you think about the quality of the schemes introduced for the migrant
workers?
 Highly effective
 Effective
 Neutral
 Ineffective
 Highly ineffective
Q9: At what frequency are the recruitment and selection policies revised?

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 3 months
 6 months
 1 year and above
Q10: What recommendations do you suggest for improving the standards and quality of
the working conditions for the migratory workers?
 Introducing work stations
 Hiring more customer care executives
 Including more benefits in the policies
 Altering the benchmarking qualifications for gaining the employment

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Appendix 3
Fig: Key issues in selecting the immigrants
(Source: Westpac.co.nz, 2020)

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HUMAN RESOURCE MANAGEMENT
Appendix 4
Fig: revisions in the recruitment and selection policies for migrants
(Source: Sabot, 2019)