Edward Jones - EDWARD JONES TABLE OF CONTENT FRONT MATERIAL...

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E DWARD J ONES
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2 | P a g e T ABLE OF C ONTENT F RONT M ATERIAL E XECUTIVE S UMMARY I HR M ISSION Iii O PERATING E NVIRONMENT AND S TRATEGY C OMPETITION AND I NDUSTRY 2 C OMPETITIVE R ESPONSE AND S TRATEGY 6 O RGANIZATIONAL S TRUCTURE AND C ULTURE C OMPANY C ULTURE AND V ALUES 10 P RIMARY J OBS AND W ORK P ERFORMED 14 HR P LAN R ECRUITING AND H IRING 18 T RAINING AND D EVELOPMENT 27 C OMPENSATION S TRUCTURE AND B ENEFITS 40 P ERFORMANCE M ANAGEMENT 50 S UMMARY 63
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i | P a g e E XECUTIVE S UMMARY Edward Jones is a partnership, exactly as it was when it was established in 1922; every single one of the company’s employees is eligible to be a limited partner in the rapidly expanding company. Edward Jones has not forgotten over the last 86 years that every employee contribution – on the front line with customers or in the corporate office – can make the company stronger and more successful. Though it competes with well-known companies such as Merrill Lynch and Charles Schwab for clients, it is unmatched in its selection of and treatment of employees. Edward Jones has consistently been named a superior company to work for by magazines such as Fortune and Business Week. Edward Jones recognizes that the best customer service is built by the best employees – and it recruits people who have what it takes to please the customers. The company sets rigorous standards for candidates, but makes a point to find these candidates in the local communities where they place their branches. In the past, Edward Jones has relied on word of mouth, college recruiting, and catering to underrepresented minorities to seek out fresh talent for the company. Importantly, Edward Jones recruits people who want to build a career with the company and who embody the company values – conservative, dedicated customer care first and foremost. Once candidates become employees, Edward Jones gives employees every opportunity to build their knowledge and increase their contributions to the company and their customers. Edward Jones recognizes that training and developing employees is a critical part of staying ahead of competition and adding to the bottom line because employees reap more from their jobs when they have the technology and knowledge to do a better job. Training employees for diversity and compliance helps Edward Jones increase creativity and talent within the company and reduce time spent fixing preventable problems such as illegal trading.
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ii | P a g e Edward Jones recruits talented employees and enables them to develop their careers with tools that are paid for by the company, such as seminars and classes. Edward Jones acknowledges that as employees build their capital with these tools, they deserve to be compensated for their time, effort, and knowledge. The company makes a habit of setting pay above the market to increase production, reduce turnover, and attract more qualified candidates. Edward Jones also introduces an element of risk to the compensation scheme by including
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Edward Jones - EDWARD JONES TABLE OF CONTENT FRONT MATERIAL...

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