FIRST INTERNATIONAL BANKBy Prabhjot kaurThe author Patricia Hornby describes the organisational processes , structures and participants involved in the decision to introduce and design the implementation of new technology into the international department of a bank. He has also described the problems which were faced by the bank and what were the appropriate they took in order to change their current working system. Here this international system was divided into two sub sytems as Business system and Personal system.Now the first international bank consisted of FIVE major activities that were Operations,Administration, Personnel, Computing and Informational technonlogy. also the work of the international department was divided between sections which is a part of administrative directorates. So the various sections under it were:The business and the personal processing sections: These two sections deal with the processing of all transactionsAccounting and Fund Management- This section monitered the monies available in the foreign accounts and decides whether the accounts need funds or not.This information was derived from the other sections via Reconciliation.Reconciliation- This section collected and collated data from the processing sections,carried out the appropriate book keeping and passes the information to accounting and funds management.Business liason- It deals with the business customer enquiries as the business account holders would gave special attention as the loss of single account would have relatively serious consequences on the business of the branch.Also there was a Project Steering Committee and Project Control Group who looked for the spending and time scale and also the developement of the projects.REASONS FOR CHANGE Firslty, they were facing many losses which lead to such a change. They were more focussed on profit generation and wanted to increase their efficiency. Line maangers were not flexible to alternatives. They never wanted to shift from the current techinques and policies disconnected with the functioning of his Process Control Group(PCG) Also there was lack of communication gap between the various hierarical levels

PROCESS OF CHANGEThere was restructing of the whole oraganisation and change was made in every department In business Laison International system(IS) was divided into two sections i.e. Business system(BS) and personal system(PS) which worked for in payements and out payements. IS system was designed in two phases as IS1which was responsible for the processing of customer day to day transaction and IS2 whose function was mangaing of funds and accounting system of department. Also they started doing follow up interviews External consultants were alsso hired as they lack internal experties Also various teams were ccreated in order to bring the chang which were Process Steering Commitee and Process Control Group

ISSUES TO ADDRESSFirstly, a new department manager(DM) was assigned to the international department in order to improve the efficiency and productivity of the department and to overcome the losses. Moreover a new assistant to the DM was appointed. Also DM in may 1995, instigates an extensive marketing campaign and an examination and developement of the departmentss product with an emphasis on corporate business.Secondly, the UPM and his assistant adopted open door policy so that the users can fully participate.Thirdly. IS was designed in two phases i.e.ISI was implemented in the department and follow up interviews were conducted by the organisational researcher.Also a new clerical post had been created to deal solely with errors arising from processing in the system. MY VIEW POINTS AND CONSEQUENCESIn my point of view the major drawbacks were in the leader and the employees itself i.e. all departments had some or the other flaws . So in order to overcome this, following steps should be taken.Firstly, they should have proper channels of communication or communication system so that the DM do not feel disconnected. Moreover proper technical knowledge should also be provided to the employees and the other people working there so that they can also become technically equipped .Secondly, the UPM users should be motivated, rewards and incentives should be given to them so that they get completely connected to their work and give their hundered percent to the work alloted to them.Thirdly, the line managers should understand why there is a need to change and how they can do it succesfully. They should be made to understand that what benefits will they get or how change in their working styles can actually help them and their organisation.Also the managers should have proper leadership skills and traits so that they can make users/ employees complete their work efficiently.A feeling of dedication towards work should be imbibed in people.