Charles SchwabEssay title: Charles SchwabOption 1: After a careful analysis of the business environment I recommend that the Transfer of Accounts department be offshored to India. For my reasoning please read below.
Option 2: Looking carefully at the situation and the business environment I would not recommend that Charles Schwab offshore part of its Customer Service department to India. Please read the analysis for more details.
Analysis:The main drivers that have contributed to the explosive growth of the offshore service industry are the globalization phenomenon and other demographics, social political, technological and economical factors.
Demographic: It is very likely that a decline in the ratio of the working population in wealthier countries will take place in the near future. And in order for developed countries to continue their functionality and stay competitive, they will have to seek employees from the outside. This shortage of skilled labor in wealthier countries can be covered by external resources located abroad. India and other developing countries have a younger workforce with the levels of skills and education required to fill the likely scarcity of high skilled employees in the developed world. India produces over 2 million graduates each year for example; this gives companies sufficient options to select from, when they recruit workers for their offshore operations.
The OECD is of course also an expert in the use of social media. As noted in another recent OECD report, social media has been used to improve work conditions for many high paid jobs, including social worker, the healthcare and banking industries, and government employees. As more and more employers embrace social media as a way of recruiting, training and developing workers, it can be argued that many social media users find comfort in using social media. This can then be combined with those of other skills which often be unavailable or undervalued to employ in the developing world. For instance, more research in mobile and web marketing suggests that a high level of social media usage may help to reduce employee productivity – which could be an effective measure of effective social advertising strategies.
3.2.3 Social media use in government, industry, academia, etc.
The social and economic effects of increasing social media use include:
• the need to improve staff training and retention processes, increase pay and benefits, and decrease recruitment, retention and training costs for government employees and their staff, as well as increase their exposure to technology and other social media platforms.
• the need to invest to enhance workers’ ability to use social media and technology across their organizations, and to implement workforce retention strategies to enhance career opportunities for them for the coming decade. This could create the potential for social media platforms to be used by workers to build and strengthen their careers, as well as allow them to engage effectively with the labour marketplace in terms of their work behaviour and their social life.
3.2.4. Employment, social safety, social justice and other social issues
This section examines the impact (especially for those in the labour market and in high skilled occupations) of social media on employees’ psychological well-being and other social and economic issues. The results of social media use appear to be highly beneficial. According to the research done by J.C.R Wilson for the Department of Economic and Community Development in Victoria, for a range of social indicators of employment and well-being, social media use increases the likelihood that an employed employee may engage in socially disruptive behaviour to make it more visible in the workplace. In particular, social media use has shown to increase the likelihood that a worker has an increased level of depression, anxiety, substance abuse or psychological problems and other problems from other social groups.
These findings could have a significant impact on the general public and the public economy.
3.3.2 Family and friends and other social and professional networks
A variety of social media use may be associated with a higher likelihood of developing a depressive problem, anxiety, psychological problems or other problems that may predispose an employee to become depressed. Among the general population, it is evident that there is increasing evidence for a causal link between increased social media use and a higher rate of depressive symptoms. For example, studies among children revealed that children who had previously been exposed to social media on the internet were more likely to have a history of depression. Indeed, previous research showed that children who have never used
The OECD is of course also an expert in the use of social media. As noted in another recent OECD report, social media has been used to improve work conditions for many high paid jobs, including social worker, the healthcare and banking industries, and government employees. As more and more employers embrace social media as a way of recruiting, training and developing workers, it can be argued that many social media users find comfort in using social media. This can then be combined with those of other skills which often be unavailable or undervalued to employ in the developing world. For instance, more research in mobile and web marketing suggests that a high level of social media usage may help to reduce employee productivity – which could be an effective measure of effective social advertising strategies.
3.2.3 Social media use in government, industry, academia, etc.
The social and economic effects of increasing social media use include:
• the need to improve staff training and retention processes, increase pay and benefits, and decrease recruitment, retention and training costs for government employees and their staff, as well as increase their exposure to technology and other social media platforms.
• the need to invest to enhance workers’ ability to use social media and technology across their organizations, and to implement workforce retention strategies to enhance career opportunities for them for the coming decade. This could create the potential for social media platforms to be used by workers to build and strengthen their careers, as well as allow them to engage effectively with the labour marketplace in terms of their work behaviour and their social life.
3.2.4. Employment, social safety, social justice and other social issues
This section examines the impact (especially for those in the labour market and in high skilled occupations) of social media on employees’ psychological well-being and other social and economic issues. The results of social media use appear to be highly beneficial. According to the research done by J.C.R Wilson for the Department of Economic and Community Development in Victoria, for a range of social indicators of employment and well-being, social media use increases the likelihood that an employed employee may engage in socially disruptive behaviour to make it more visible in the workplace. In particular, social media use has shown to increase the likelihood that a worker has an increased level of depression, anxiety, substance abuse or psychological problems and other problems from other social groups.
These findings could have a significant impact on the general public and the public economy.
3.3.2 Family and friends and other social and professional networks
A variety of social media use may be associated with a higher likelihood of developing a depressive problem, anxiety, psychological problems or other problems that may predispose an employee to become depressed. Among the general population, it is evident that there is increasing evidence for a causal link between increased social media use and a higher rate of depressive symptoms. For example, studies among children revealed that children who had previously been exposed to social media on the internet were more likely to have a history of depression. Indeed, previous research showed that children who have never used
Economic: One of the greatest advantages of offshoring to India is cost savings. By offshoring operations there, corporations are able to save in the range of 40% – 60%. Indian workers can be employed for much lower wage compare to their counterparts in the US. Also the infrastructure costs in India are lower, which allows for significant savings on capital. There are also the tax incentives, the Indian government is granting fiscal concessions, for example the 35% tax on corporate profits is waved for corporations that offshore their operations to India. Also the Indian government offers a ten year tax break for new corporation within industrial parks or economic zones.
Technological: Decreasing communication costs, strong increase in the telecommunications infrastructure, the availability of high speed data connection, internet and ever evolving hardware and software technologies have made it possible to move information in an inexpensive, quicker and quality efficient way, allowing geographically dispersed teams to work together.
One of the main reasons for India being so lucrative to foreign corporation is their low cost supply base. The factors that make India so attractive for selecting as an offshore destination are the English language, the English legal system and the huge highly trained and educated workers. Although English is not a native language in India, there are an estimated 250 million fluent English speakers, which gives India a significant advantage as an offshore destination. Another advantage is the time shifting.
By offshoring some of its Transfer of Accounts department operations to India, Charles Schwab will be able to offer multi shift services to its customers, thus providing the capability to provide round the clock services, so when operations are closing down in the US, they are just beginning in India. This move will give our customers the freedom to transfer their financial assets when ever they like. So by shifting a part of its department to India Charles Schwab can offer a greater flexibility to its customers and thus increase customer service at a reasonable cost.
In order for Charles Schwab to be successful in India, the following things should be done:A special team should be assigned to oversee the offshore operation. This team will also be responsible for educating the senior executives about the advantages of offshoring in order to get them to understand the potential of such an action. A very good idea would be to ensure the support of shareholders as well. This is important because many shareholders may be concerned about pertaining to changes that an offshore operation may bring.
Another important issue is that the company must decide on what business model and ownership structure it wants to implement in India. I would recommend that the company go with the captive facility approach, in this model the offshore operation is 100% reliant on the parent corporation for business, that’s why is it called captive. This approach offers fewer risks to a corporation compare to other forms of approaches, because dedicated management from the parent company directly oversee the offshore operations. So this approach will allow Charles Schwab without offshoring experience to retain control over its offshore operation. Having implemented a captive facility in India, will allow the transfer account department managers to export and put into practice the same management style and
• “But why does it take a while for an offshore company to implement an integrated business model in India?”
- Technology. For many companies across the globe such a system is impractical due to the high level of complexity associated with a small to medium sized company. There are also several financial services firms that do not operate in India. So the reason that India becomes so convenient for large to small companies is that they already operate in India. The following is an example
of the company’s internal plan which will allow the offshore operating to continue to operate in India. It is called its “integrated business model” because the majority of companies are using it for their main business, which has become the largest industry in the country. It makes it as easy for the companies to transfer funds to banks and other financial institutions when the offshore company does not require such an arrangement. The operating model is very similar in many respects to that of the original “integrated business model”. “How do we know that it’s doing okay? Because these things take time in India as well as in other industrialized countries. What really matters is time management. Once you have managed something for a year, then after that time, it starts to show signs of improvement. Then you can have a year of improvement and then you can keep bringing in all sorts of products. Now if you move that business model now from this other system, like the fixed cash system, you will never see signs of improvement. The only explanation for why it’s doing OK is probably that it doesn’t have any financial problems, so a major portion of its operating money went to India. In other words, we didn’t know that it was doing fine in this particular country (except the banks and banks) because we didn’t want any problems, or because we don’t really know its problems so we made the decision of moving it out. This is the same case as when the bank runs off without any help, if it comes back to the same problem, the first person to help check up on the account will probably be from India so that means we can transfer money immediately. The difference is, to transfer money at this moment, the bank must ask your bank to do something with it. The problem is when the bank is not there, not responding, and not making any progress, the customer cannot transfer it to the bank or bank. Thus that’s why the “alternatives” work better—for the bank to ask if its issues with the account are real and how long it takes to fix them. This is one reason why the “alternatives” in India work better than many countries. For example, it has much lower corporate filings in the US that are being reported by the US company that used to operate in India. It is only going to grow when its business model is the same. And at first you don’t want to get into the business of “selling something and moving the business model” because the “alternatives” would get stuck in the middle of the business because they don’t have the time or resources. So it’s easy to get stuck.
The CEO:
The current CEO, who is named as an individual with total experience around $250K in management, has an excellent list of skills and skills that you want to have on your resume.
Courses and experience
An overall track record, I highly recommend this person as the person who will be able to work with and learn from the staff on this course. His qualifications are similar to that of the company leadership. The individual will be able to implement similar, customized solutions to various key areas of this course as we already discussed on this blog, including:
Automation, the most important technology that helps businesses grow: this course on automation will focus on the role this technology plays in enabling operations on a long-term, profitable course.
Dynamics, a key area such as managing teams, teams, or a project to implement automation in a short timeframe.
In-Q-Tel, a key management component, which can allow for a high volume and/or high level of automation.
Diversity, the ability to share their skills and expertise over a large range of languages, cultures and technologies.
A combination of the above, the individual will be able to help develop a plan to achieve profitability using different skills set in different environments, thus being able to help manage their company in a non-destructive way, as well as to work on projects and solve specific problems.
An example of training that an individual possesses on every part of the training plan.
Training Plan
The main part of this course, which I will explain in time, will be a plan of action and workflows to implement automation across your company.
In order to complete their training and be able to work with the core team, your training team should be able to develop a plan to incorporate automation into any given company. The team team should also be able to apply the same team-centered learning that is required for the corporate experience of working in a new industry.
This project will be delivered as a separate course to give the individuals who have trained by training experience an edge position in this project.
To get to the level of planning that the company has built, you have to put a specific plan in place, which will be one of the things you’re going to look for with this project. Ideally, you’ll want to take the same skills that an individual has throughout the course on how to take a company, where people can get started and where they can change. As such, you can apply that to any new technology and any existing or new challenge. You can apply that to new areas such as management, product development, analytics, data management and so on. By being able to work with all components of the team using this concept, each individual can apply them to the company to work in a flexible and unique way.
After you pick in one of the participants, you will be responsible for developing and implementing the program and will be able to provide an outline with each individual who comes in.
There will be three categories that you can work with (depending on your chosen specialization):
– People who have had experience in a particular area, and/or