In the case study Michele Terry, the aspiring marketing executive, you will be able to discuss the history, development and growth of the Federal Bank , as well as Michele's career development and contribution over the years. The topics that will provide us with in-depth understanding are as follows: talent management, compensation, labor relations, KPIs, performance management, training and development, among other key elements that will enhance organizational changes. Ultimately, with our findings we will develop a connection to the human resource management and career development profession that will enhance our knowledge and perspective in the business world. Federal Bank: History, Development and Growth Founded in 1887, Federal Bank is a medium-large financial institution in the United States. In fact, according to Forbes magazine, it is “a public company based on a composite ranking” (“Chase Bank”, n.d., para. 1). Additionally, the Federal Bank has generated total assets of more than $2 trillion and operates globally in more than 20 countries. Its mission is to not only meet but also exceed the expectations of its customers by building long-term relationships with each of them. With this approach, Federal Bank is able to add value through its service by providing a customer-centric relationship (“At first financial”, 2014, para. 3). Furthermore, members of this organization believe that success metrics related to key performance indicators are “customer penetration, customer retention, asset quality, capital adequacy and assets under management” (“Corporate-report”, 2013, page 9). While this financial institution prides itself on providing exceptional service and guidance, it has...... middle of paper...... t. He is trying to overcome his failed attempt at advancement. Continued Recommendations and Conclusions In conclusion, although the history, development and growth of Federal Bank has been inspiring, there is a need to work closely with key employees, like Michele, who are falling short of their career development ambitions. Various topics such as compensation, KPIs, performance management, among some others, have been discussed above to help improve the career objective management system. Ultimately, the best advice you can give to managers like Michele who are disappointed by their lack of advancement is to focus on ongoing short-term goals that will improve their skills and attitudes. Therefore, encouraging and supporting a happier employee-centric approach will definitely help organizations achieve maximum results in their performance..