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Opas asuntokauppojen tekijälle – case Nordea Bank Oyj
(2020)
määritelty vähimmäistason osaaminen, jotta työtehtävien parissa työskentely on edes mahdollista. Myös esimiehen antama panos alaistensa perehdytykselle ja sen tukemiselle on merkittävässä, joissain tapauksissa jopa ratkaisevassa asemassa. Koska työn...
The subject of this thesis is creating an orientation guide for Nordea Bank Abp. The objective of the thesis was to review the current state of the induction to work given to new employees of the Home Sales teams in Helsinki metropolitan area. The purpose was to create a new, improved orientation guide for Nordea, based on the information received. The guide can be given to the employee, and as such it can provide the person a comprehensive starting point to grow one’s learning on. This thesis works through the common demands set for the introduction practice through the Occupational Safety and Health Act, as well as more specific demands of the finance industry. For example, the European Union has set in its directive concerning credit agreements that are related to residential, immovable property, that a person working with credits needs to possess a minimum level of knowledge and competence. The manager’s input in the induction process and support given play a crucial part. Due to the fact that this work was solely targeted at the personnel working with house sales and apartment deals, the terms and process of house sales have been clarified. The thesis was executed as a mixed model, applied research. It was carried out as a case study, which means that it or its results cannot be generalised to apply to other cases. To examine the current state and shortcomings of the introduction process, questionnaire was used as the data collection method, containing both quantitative and qualitative questions. Content analysis was used to analyse the results. The commissioner’s own material of different work guides and processes were used in creating the introduction guide. Due to the guide containing these materials, which are under the confidentiality obligation, the guide itself is an entirely classified document. The results indicate a need for a more adjustable orientation plan, so that it can be customised to match the employee’s former knowledge and experiences. Improving general know how on financing was clearly a priority and there were requests for flexibility in the scheduling of the orientation. Based on the results, a ready-to-use orientation guide was created, especially for those employees lacking former experience in financing related tasks. The guide has a form attached that allows the new employee to tell about one’s former experience to the employer or mentor, in order to make the orientation tailored....
The subject of this thesis is creating an orientation guide for Nordea Bank Abp. The objective of the thesis was to review the current state of the induction to work given to new employees of the Home Sales teams in Helsinki metropolitan area. The purpose was to create a new, improved orientation guide for Nordea, based on the information received. The guide can be given to the employee, and as such it can provide the person a comprehensive starting point to grow one’s learning on. This thesis works through the common demands set for the introduction practice through the Occupational Safety and Health Act, as well as more specific demands of the finance industry. For example, the European Union has set in its directive concerning credit agreements that are related to residential, immovable property, that a person working with credits needs to possess a minimum level of knowledge and competence. The manager’s input in the induction process and support given play a crucial part. Due to the fact that this work was solely targeted at the personnel working with house sales and apartment deals, the terms and process of house sales have been clarified. The thesis was executed as a mixed model, applied research. It was carried out as a case study, which means that it or its results cannot be generalised to apply to other cases. To examine the current state and shortcomings of the introduction process, questionnaire was used as the data collection method, containing both quantitative and qualitative questions. Content analysis was used to analyse the results. The commissioner’s own material of different work guides and processes were used in creating the introduction guide. Due to the guide containing these materials, which are under the confidentiality obligation, the guide itself is an entirely classified document. The results indicate a need for a more adjustable orientation plan, so that it can be customised to match the employee’s former knowledge and experiences. Improving general know how on financing was clearly a priority and there were requests for flexibility in the scheduling of the orientation. Based on the results, a ready-to-use orientation guide was created, especially for those employees lacking former experience in financing related tasks. The guide has a form attached that allows the new employee to tell about one’s former experience to the employer or mentor, in order to make the orientation tailored....
