本文是金融专业Essay代写范例，题目是“Australia And New Zealand Banking Group Business Essay（澳大利亚和新西兰银行集团商业论文）”，澳新银行集团通常被称为澳新银行集团。它被称为澳大利亚第四大银行之一。该公司涉足零售和商业银行业务已有多年。该公司目前在全球超过32个市场开展业务，也被认为是最大的银行集团之一。该公司也是世界前50大银行之一。
公司的经营战略是成为超级区域性银行。公司在全球拥有48000多名员工(我们公司，2012年)。该公司目前的战略目标是扩大其在亚太地区的存在，同时也有目标从其美国分部和亚太欧洲获得25- 30%的收益。该公司高度专注于发展其在新西兰和澳大利亚的核心国内业务。公司还有建立超区域能力和发展以客户为中心的目标。公司的战略是在地理区域上建立实力，建立超区域能力，并以客户为中心发展。
The Australia and New Zealand Banking Group is commonly known as the ANZ group. It is called as one of the fourth largest bank of Australia. The company is into the business of retail and commercial banking from years. The company is currently operating in more than 32 markets globally and is also regarded as one of the largest banking group. The company is also among the top fifty banks in the world. The company business strategy is to become a super regional bank. The company has more than 48000 employees globally (Our Company, 2012).The company current strategic objective is to grow its presence in Asia pacific region and also has the objective to source its 25-30 percent of earnings from its America division and Asia Pacific Europe. The company is highly focussed towards growing its core domestic business in New Zealand and Australia. The company also has the objectives of building super regional capabilities and develop customers focus. The company has the strategy to build strength in terms of geographic area, building super regional capabilities and develop customers focus.
Organizational structure of the company公司的组织结构
How the organisation strategic goals/objectives affect workforce planning of the organisation
There are several factors associated with the company strategic objectives and goals which affect the workforce planning. The objective of increasing operations in Asia pacific region which requires hiring people from that region in order to confirm the effective running of the activities to be initiated. The work force requirement is also impacted by the company objective of increasing the regional connectivity this leads the company to hire people from those regional areas where the company is planning to initiate operations. The strategic goals and objective also affects the work force planning as the changes in the objectives by the passage of time leads to change in the requirement of the work force. With the objective of the developing its financial market operations the company needs to hire people from the financial stream of qualifications for running effective operations and growth. The strategy also affects the work force planning as this leads to the change in the requirement of work force from region to region.
有几个因素与公司战略目标和目标相关，影响劳动力计划。增加亚太地区业务的目标，需要从该地区招聘人员，以确认所开展活动的有效运行。劳动力需求也受到公司增加区域连接的目标的影响，这导致公司从公司计划开始运营的区域招聘人员。战略目标和目标也会影响劳动力计划，因为随着时间的推移，目标的变化会导致劳动力需求的变化。为了发展其金融市场业务的目标，公司需要从财务流中招聘有资格的人来进行有效的运营和增长。该战略还影响到劳动力规划，因为这导致了不同地区对劳动力需求的变化。
Forecasting the labour demand
Demand forecasting requires determining the quality and quantity of employees or labour that will be required to meet the organizational goals and objectives. Demand forecasting can be done in two manners i.e. qualitatively and quantitatively.
Quantitative Techniques that can be used by the organization to plan for labour demand
The quantitative technique is based on the statistical methodologies and mathematical models. The company can use two forms of quantitative techniques i.e. multiple regression and trend projection. Trend projections is said to be as the time series analysis that processes present and past information’s related to the number of employees is several departments, categories, skill areas based on the increase and decrease and expectations of demand in future. However the main objective of the multiple regression approach is to analyze the determinants of future demand that are associated with the determination of the expected future demand. The determinants or factors associated with it may include specific factors or indicators like customers in retail desk, or commercial customers per department or area of banking etc (Forecasting Demand and Supply, 2012).
Qualitative Techniques that can be used by the organization to plan for labour demand组织可用于计划劳动力需求的定性技术
This can be said to be as the alternative of the quantitative technique that draws information from the key shareholders data. This can be done using some formal technique like Delphi technique. Using this technique the HR planner can contact a group of persons or experts whom he can ask to respond anonymously to some of its questions framed and responses to these questions are collected and consensus is obtained (Forecasting Demand and Supply, 2012).
这可以说是从关键股东数据中提取信息的定量技术的另一种选择。这可以使用一些正式的技术来完成，比如Delphi技术。使用这种技术，人力资源规划人员可以联系一群人或专家，他可以要求他们匿名回答一些问题，收集这些问题的回答，并获得共识(预测需求和供应，2012年)。
Forecasting the labour supply
Quantitative Techniques that can be used by the organization to plan for labour supply
The quantitative technique that can be used to forecast the labour supply is trend analysis. This method assumes the future trends and rations of the movement of employees. The information gathered from labour audit is used to identify the labour patters, i.e. productivity patterns, hiring patterns, retirement patterns, turnover patters and so on. By examining the past factors the HRM can plan for the future expected supply of labour (Forecasting Demand and Supply, 2012).
Qualitative Techniques that can be used by the organization to plan for labour supply组织可用于计划劳动力供应的定性技术
The turnover of employees the can be used to predict the forecasted supply of labour as qualitative technique. It can be estimated from time to time by the analysis of the estimated labour movements, turnover and absences. The qualitative analysis may also include identification of replacement charts, succession planning etc (Forecasting Demand and Supply, 2012).
员工流动率作为一种定性技术，可用于预测劳动力供给。通过对估计的劳工流动、人员流动率和缺勤情况的分析，可以不时地作出估计。定性分析还可能包括确定替换图，继任计划等(预测需求和供应，2012年)。
Forecasting of labour surplus or shortage劳动力过剩或短缺的预测
Gap Analysis means the gap which is to be filled in order to meet the desired results in the future. In Banking industry there can be many gaps which can be determined as and when organization grows. The understanding between the customer’s needs and the employees services provided to them can create a huge gap among them which can only be filled by appointing educated employees in the organization. The need for employees in this type of organization is always on increasing side and the employee growth in this bank is around 4.3%. There are number of occupations in this organization ANZ i.e. Bank Manager, Cashier, Trainees etc. which are required to be fulfilled as and when need arises. Sometimes the employee demand is high and the bank need to fill this gap by appointing new employees and the other time employee supply is very high but the bank has limited occupations (Human resource management in practice 2012). In order to bridge this gap ANZ has been following various policies so that it can give chance to fare employees and can deliver best services required to be produced for meeting the demands for its end customers. In ANZ, the demand for employees will always be on higher side and it will achieve all its goals and objectives within the time frame it has certain.
差距分析是指为了在未来达到预期的结果而需要填补的差距。在银行业中，可以有许多缺口，这些缺口可以在组织成长时确定。customer’的需求和为他们提供的员工服务之间的理解可能会在他们之间创造一个巨大的差距，这只能通过在组织中任命受过教育的员工来填补。这类组织对员工的需求一直在增长，本银行的员工增长率为4.3%左右。澳新银行有许多职业，如银行经理，出纳，培训生等，需要时需要完成。有时员工需求高，银行需要通过任命新员工来填补这一空白，其他时候员工供应非常高，但银行有有限的职业(人力资源管理实践2012年)。为了弥补这一差距，澳新银行一直在遵循各种政策，以便为员工提供机会，并能够提供满足终端客户需求的最佳服务。在澳新银行，对员工的需求总是较高的，它将在它确定的时间框架内实现所有的目标和目标。
External environment impact on your labour requirements外部环境对劳工需求的影响
External environment is an environment which consists of external factors outside the organization which impacts the internal working of the organization. ANZ is considered on higher side for employee requirements but there are many external factors like competitors, high paid salary, more employee benefits etc., which attracts the employees towards these amenities. The external environment not only impact ANZ in relation to employees but also its working, service delivery to customers and in all its goals and objectives. ANZ requires employees for many occupations in it but it can be hampered by the internal as well as external environment too. ANZ has spread in many parts of the world with various numbers of segments and it requires the huge number of employees in all its branches (Human resource management in practice, 2012).This requirement can be affected by many external factors which can in turn affect the growth of ANZ in all. These factors will not only affect the current working but can also increase the time period of achieving the aims and objectives of ANZ. Hence, ANZ needs to be pre planned for facing these issues well in advance so that its employee requirements cannot be affected and its service delivery is not hampered.
外部环境是由影响组织内部工作的外部因素所构成的环境。ANZ被认为是在较高的方面为员工的要求，但有许多外部因素，如竞争对手，高工资，更多的员工福利等，吸引员工对这些便利设施。外部环境不仅影响澳新银行的员工关系，也影响其工作、为客户提供服务以及所有的目标和目标。澳新银行需要员工从事许多职业，但它也会受到内部和外部环境的阻碍。ANZ已经扩展到世界上许多地方与各种各样的细分市场，它需要大量的员工在所有分支机构(人力资源管理在实践，2012年)。这一要求可能受到许多外部因素的影响，这些因素反过来又会影响ANZ的整体增长。这些因素不仅会影响到当前的工作，还会增加实现ANZ的目标和目标的时间。因此，澳新银行需要提前做好应对这些问题的计划，这样它的员工需求就不会受到影响，它的服务提供也不会受到影响。
Plans and goals in accordance to your planned labour requirements根据您计划的劳动要求制定计划和目标
The goals and objective of ANZ are very much achievable if it tries to move in current pace. ANZ currently have some policies related to the betterment of its employees but it should take extra precaution by developing some more plans and goals in order to meet employee shortage or surplus as when need arises. For initiating this, it should study this industry trends and look up to the employee requirements so that this type of problem never arises in the organization. Then it should develop future plans and goals for retaining and providing best facilities to its employees so that the organization does not face the employee shortage. It’s the best saying i.e. the more you facilitate your employee the better they provide services to its customers and in turn the customers will be retained with the banks and will not meander here and there. Currently ANZ has been providing best facilities to its employees but it can take extra cure to keep this pace for near future also so that employee related problems never arise again and again (Forecasting Demand and Supply, 2012).
澳新银行的目标和目标是非常容易实现的，如果它试图以当前的速度前进。澳新银行目前有一些政策与员工的改善有关，但它应该采取额外的预防措施，制定更多的计划和目标，以便在需要时满足员工短缺或过剩。为此，它应该研究这个行业的趋势，并仰视员工的要求，这样这类问题就不会在组织中出现。然后，它应该制定未来的计划和目标，为其员工保留和提供最好的设施，这样组织就不会面临员工短缺。It’这是最好的说法，即，你越方便你的员工，他们提供更好的服务给客户，反过来，客户将保留与银行，不会曲曲弯折在这里和那里。目前澳新银行已经为其员工提供了最好的设施，但它可以采取额外的治疗，以保持这一速度在不久的将来，也因此员工相关的问题永远不会再次出现(预测需求和供应，2012年)。
Programs for implementation of your planned labour requirements goals为实现你们计划的劳动力需求目标而制定的程序
ANZ has been very prominent in organizing the employee related programs and it has done the same in the recent past as well. It should also keep in mind to organize these programs at regular intervals so that its employees can be motivated in other activities in order to take active participation. It can organize programs like Blood Donation camps, Sports Events etc so that their employees can get the break from their daily routine tasks to fresh up their burdened minds. These programs will not only help ANZ to achieve its goals but also the goals and objectives as decided in relation to its employees in the near future as well. These extracurricular activities can positively impact the enthusiasm among the employees and they can work more efficiently and effectively in achieving their organization goals at a speedy rate. In all, ANZ will not face the employee related problems in the near future and can concentrate on providing exclusive services to its end customers (Forecasting Demand and Supply, 2012).
澳新银行在组织员工相关项目方面一直非常出色，在最近的过去也做了同样的工作。它还应该记住定期组织这些项目，这样它的员工就可以在其他活动中得到激励，从而积极参与。它可以组织项目，如献血营，体育赛事等，使他们的员工可以从日常工作中得到休息，使他们的负担沉重的思想。这些项目不仅将帮助澳新银行实现其目标，而且也将帮助澳新银行在不久的将来实现与员工相关的目标和目标。这些课外活动可以积极影响员工的积极性，他们可以更有效地工作，以更快的速度实现他们的组织目标。总之，ANZ在不久的将来不会面临员工相关的问题，可以专注于为其终端客户提供独家服务(Forecasting Demand and Supply, 2012)。
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