Following the guidelines of the Course ID guidelinesStudent’s NameUniversity
A star analyst plays an important role in a financial institution. Therefore, a vacancy for the position of a star analyst is a major issue for the RSH. Furthermore, it is important to observe the role of a star analyst before hiring a new person for that position. The case study presents several ideas and important facts that must be considered while hiring a new person for the most important position in the company. It is important to know that the success of an individual depends on the effort and hard work delivered by a team (Roger & Zamora, 2011). The case study explains the role and function of a sell side analyst and a buy side analyst in an investment bank. The study presents the facts that are faced while hiring employees in an organization.
It can be seen from the study an analyst grows from the scratch. The success of an analyst dwells on his or her experience. Hence, it is important for the investment bank to hire an experienced person for the job. The case study also brings up the important facts of understanding the role and duties of a position before hiring a new individual. Along with that, it is important to consider the applicants working in the junior position to see how capable they are in filling the vacancy in the organisation (van Gestel & Nyberg, 2009). Hence, making a hiring decision is a crucial factor for the success of an organization. The case study presents the facts that must be considered while making a hiring decision. The facts include the imperative points such as importance of employee retention, employee hiring and performance management in order to make significant hiring decision for the organization.
References
Roger, M., & Zamora, P. (2011). Hiring young, unskilled workers on subsidized open-ended contracts: a good integration programme?. Oxford Review Of Economic Policy, 27(2), 380-396. http://dx.doi.org/10.1093/oxrep/grr016
van Gestel, N., & Nyberg, D. (2009). Translating national policy changes into local HRM practices.Personnel Review, 38(5), 544-559. http://dx.doi.org/10.1108/00483480910978045
