American Express Company Essay

American converse Comp either, some judgment of convictions cognize as AmEx, is a diversified global financial services union headquartered in New York City. Founded in 1850, it is one of the 30 components of the Dow Jones Industrial medium. At present, there atomic number 18 58,300 employees worldwide work in American run earning annual revenue of $24. 5 one million million million. Its assets atomic number 18 think ofd at $124 billion, with $620 billion in annual bribe volume on American deport Cards and $87. 9 million cards-in-force.Each day, American articulate makes it easier, safer and much rewarding for consumers and businesses to purchase the things they need and for merchants to sell their goods and services. An engine of commerce, American elicit provides innovative payment, travel and expense management solutions for individuals and businesses of all sizes. Most of all, it helps the customers recognize their dreams and aspirations through industry-leading benefits, access to unique experiences, business- fixing insights, and global customer c atomic number 18. It enables its customers to do more and achieve more.The vision of American expressage is to work hard all(prenominal) day to make American expressage the worlds approximately respected service fool. Living up to our values is our first priority. They study in three operating principles they are Offer superior value propositions to all of the customers Operate with best-in-class economics Support the American put forward brand American stub out is the worlds largest card issuer by purchase volume. They exhibit millions of transactions daily as the premium network for high- consumption card-members.The American Express is alike kn take for helping mall business owners be by delivering purchasing power, flexibility and financial control. Adding on to its posts American Express also provides commercial payment tools and expertise that help companies control their spend ing and save billions of dollars, offer marketing and in cookation management insights that help merchants build their businesses. The American Express employees are customer loyal experts with industry-leading rewards programs and plat seduces. They operate the worlds largest travel network helping consumers and businesses and are recognized as the most innovative attach to in our industries.They are dedicated to serving their customers, 24/7, around the world. The Values which they operate on reflect who the alliance is and what it stands for as a smart set. They believe in Customer Commitment, Quality, Integrity, Teamwork, Respect for People, replete(p) Citizenship, Will to Win Personal and Accountability. Human Resource Practices at American Express Being a service industry firm, the employees form the human foot of all its trading operations and so the company gives a lot of grandeur to its HR practices which starts from assessing the need for new employees or new recru its.At American Express it starts with Projecting head counts, Assigning requisition depend, discerning relevant profiles and estimating the number of chances. The recruitment motion starts with projecting the head counts i. e. by assessing how many expectations are required at a sectionalizationicular point in time in various departments. As per the extremitys identified for diametrical departments the company assigns a require sum up which differentiates various pedigree requirements from one other.The segregation Number is a unique code assigned by the company to different jobs which consists of the job description, minimum requirement for the job and the option criteria. American Express then identifies the profiles that are relevant as per the requirements presumption by the sequestration Number and then estimates as to how many scenes will actually come along for the selection process. The company uses different sourcing channels for identifying relevant profi les as per its requirements. American Express uses both internal as salutary as orthogonal sources of recruitment.The Internal sources of the company consist of Employee Referral and Internal Sourcing Team under which the HR department asks its employees to refer the suitable candidates as per the job requirement. A candidate selected via an Employee Referral leads to the Employees getting a item amount as a form of reward for contributing a resource to the Organization. As a part of the External sources the company contacts with External Vendors and Consultants and also goes to colleges for hiring. Beside this the company uses Job Postings also by advertising in job portals like www.Naukri. com, www. monsterindia. com etcetera American Express also uses Social Networking Sites for inviting application by posting on www. locutionbook. com and www. linkedin. com . Beside the electronic media the company also advertise in newspapers like times of India and Hindustan Times. Ameri can Express, for certain type of jobs, also invites walk-ins. After deciding when to submit and selecting different profiles as per the job advertisement given, the company goes for recruitment. For the recruitment process American Express generally prefers face to face interview.Face to face interview is given preference because of the fact that American Express world a service firm needs to test a candidates character , his/her body language as how the person carries himself/ herself and his stead towards work and also how he/she interacts with commonwealth. Face to face interview too acting as a platform for assessing an applicant on the higher up mentioned parameters also allows the company to learn the data provided by the candidate. The decisions regarding entry direct staffing depends upon the attrition level of the company at a fact level of time.The entry level staffing is done in the form of bulk hiring and contacts from practice agencies are also utilized for t he same. Wherein the company sends the required qualifications along with the Requisition come for the vacant positions and then these requirements are matched up with the available candidates profiles. American Express hires students from across Campuses of local colleges if they are invited for the same by that particular college for recruitment else they dont go for hiring in campuses by their own judgement.The interviews are usually held on Fridays, but as the need may be, sometimes they are conducted on Saturdays and Sundays as well. The turn ups on pass drive ranges from 300-350 for Non fathom Requirements and 150-200 for fathom Requirements. For executive hiring American Express has suck ups with employment agencies wherein experienced people are searched for the Organization. Along with executive hiring American Express is into head hunting as one of its processes for executive hiring to leave talented pool of people for the organization. American Express also prefers people from IITs & IIMs for filling up their executive positions.In case of executive hiring American Express generally sells its profile to have good resources for the organization. Once the selection panache is finalized then the series of face to face interviews gets started as the just steps of selection process. executive director hiring is process which requires time duration of 3-4 months at least. American Express is into Bulk Hiring for Voice Process as well as Non-Voice Process. Apart from Bulk Hiring it is also into Executive Hiring. American Express follows a set process for conducting these various levels of interview.Since the number of turn ups for the Voice & Non-Voice Processes are largely high they avoid taking an initial HR Screening Process the agent behind this is lack of time. The Requisition Numbers that they get have a deadline that need to be met hence a HR Screening Process becomes too time consuming so it is avoided in the cases of Bulk Hiring. Americ an Express is very staunch when it comes to hiring any candidate per se. Hence they believe that a Face to Face audience & interaction would be an ideal way to judge the candidate. The American Express has four takes of Interview. start, Personal Introduction Round, where the candidate is required to give an fat insight into his Educational Background, his chivalric Work Experience, a glimpse into his personality & the Attitudes and abilities he possesses. Next step is the Voice Assessment running play for Voice Process and the Written Test for the Non-Voice Process. Wherein the candidates are judged upon various parameters like, their Communication, Accent, Voice Modulation, Pronunciation, Vocabulary, Spelling, Grammer etc. The reason behind doing these tests is to set the right candidate for the right role i. e. f one would suit for a Voice or a Non-Voice Process. The third step is the Operational or the Technical Round.In this the candidate is assessed on the skills that the y possess and that are crucial to meet that particular job requirements. The candidate is interviewed on his Technical competencies & abilities. Finally, they have something called the Offer Round. It is also called the requital Negotiation Round. This round is all ab divulge the Compensation Discussion, a tidings between the HR Manager & the prospect over the expected allowance & the industry set Compensation Level.Once this treatment comes to a go against a final compensation is decided and an offer is rolled out to the candidate. The Levels of Interview slightly differ in the case of Executive Hiring. The First step in Executive Hiring is matching the profile according to the Requisition Number. Here the one thing that we need to make a stemma of is the fact that, a stringent HR Screening Process is followed, where the HR Manager strictly follows an HR Screening Checklist, to check whether the candidate matches the requirement as has been mentioned in and by the Requisitio n Number and the Job Description. tout ensemble the other levels and steps macrocosm the same the only difference lies in the fact that they do not take any Written Test or Voice Assessment Test. This Step is eliminated from the process of Executive Hiring. The reason being that, this level generally constitutes of Top Level Management Employees & Officials and their mode of operation differs from the base or Ground level Employees. Rest they go through the same levels and steps of the Interview Selection Process. American Express believes in On the Spot job offer for Bulk Hiring wherein formerly the interview process is completed the candidate is given an offer letter.Executive Hiring or Non Bulk Hiring Offer is rolled out in 2days. (Within which the Candidates Confirmation is required). When the company hires the candidates in bulk then the whole process of interviewing to offer takes around 2 days and after the climax all the selected candidates are offered a job-letter. To c lose each Requisition an Average of 2 months is required starting from the process of selecting the forms, short-listing the candidates then conducting group discussion and PI and finally closing up of interview takes around 2 months.Niche Skills and Top Level Security Profiles take approximately an sightly of 3-4months. The technical skills which are niche, uncommon and difficult in nature to find takes approximately around 3 months because in this the company looks for a specific quality which can be used for further growth and information of the organization. Profiles of Vanilla Skills take 2 months to close. The American Express conducts a unadulterated Criminal Background Check, education verification and work experience. All portions of the check are completed before the Employee can begin his/her employment with the Organization.These checks are often used by American Express as a means of objectively evaluating a job candidates qualifications, character, fitness, and to i dentify potential hiring risks for safety and security reasons. The Background check at American Express is also used to thoroughly investigate the Employees Background and past information in order to get a security clearance. So this background check is extremely crucial in American Express recruitment process. They give huge importance in the same.If any of the higher up mentioned criteria doesnt match in this process or a harm to adhere to the background check norms could eventually lead to the cancellation of the Candidates offer and Blacklisting of the candidate. Wherein the company cancels the application of the candidate or the candidates selection is being closed. Informations which are being written in the vignette has to be genuine and should be according to the actual background, experience of the candidate and basically those perfect information reflects the personality & the ability of the candidate.It is very blue for the candidate to prove or perform the same on the skin senses and simultaneously differentiate himself as the able candidate for the respective post. The American Express out sources its Background Check process to various firms. These are Syndicate firms which does the background check for its new hires in return for a fee amount. The On-Boarding Process begins when Candidate joins them for an informative firstday penchant where they learn the ins and outs of American Express history and finale.On-Boarding involves integrating and acculturating new employees into the makeup and providing them with the tools, resources, and lie withledge to become successful and productive. It is a 2 day process. On boarding includes orientation collection of documents such as the Experience present or Letter, Reference Letter, Educational Documents, Identification Proof etc. druthers at American Express is a social function which serves as a familiarization programme provided to new employees. It stands as a getting to know us programm e.So they give information about their policies and working culture means how to work with American Express. In this on boarding process the new joiners are also made to fill various forms such as the provident fund and gratuity. A Separate Training discussion section with group or individual education in specified areas center on carrying out assignments connected with related field they are working in which helps in improving the skills and knowledge of the employees. Special training is given to all the candidates from Campus Recruits to Bulk Hires to Executives who are recruited.This training focuses mainly on the rules and regulations the company follows and what all are the objectives the company has to achieve. The Training Methods or Forms of Training that American Express uses are vast. It comprises of Formal Training, for all employees whether they are new hires of lively employees. All and one have to undergo a formal training session in American Express. Another form of Training that American Express follows is Lectures and Classroom Trainings where in theEmployees obtain training in a traditional schoolroom environment as per their convenience and time. It provides the employees with an environment that includes a lab, an instructor, and a structured approach to teaching. Another mode of Training that it follows is Online Training. This order is generally used in case of training the Top Level Officials and Managers. American Express Values every second of its Employees time peculiarly when it is related to the Top management because they are involved with the major operations of the organization.So instead of disrespecting their time by calling them for a classroom session it looks for their convenience. They take up their training programs online which is quicker, simpler and convenient for them. The next form of Training method that they apply is Questionnaire. Where in the HR Manager floats a Questionnaire to it Employees / Trainees and they collect their responses and give them the feedback. An unusual method of training its employees but it tends to be more effective than classroom sessions says Saumyajit K. Pal, HR Manager (MIS & Analytics), American Express.