Performance Management and Reward Systems at Scottrade Inc.

            
 
Case Studies | Case Study in Business, Management, Operations, Strategy, Case Study

Case Details:

Case Code: HROB135
Case Length: 22 Pages
Period: 2007-2010
Organization: Scottrade, Inc.
Pub Date: 2010
Teaching Note: Not Available
Countries: US
Industry: Financial Services / Online Brokerage

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Human Resource and Organization Behavior | Case Study in Management, Operations, Strategies, Human Resource and Organization Behavior, Case Studies

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This case study was compiled from published sources, and is intended to be used as a basis for class discussion. It is not intended to illustrate either effective or ineffective handling of a management situation. Nor is it a primary information source.



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Background Note

Scottrade, Inc. was founded by Rodger O. Riney (Riney) as Scottsdale Securities in 1980. Riney graduated in Civil Engineering in 1968 and subsequently did an MBA in 1969, both from the University of Missouri-Columbia. He then joined Edward D. Jones as an intern...

A Great Place to Work

Scottrade was considered a special place to work and there were many reasons for this. According to some experts, perhaps its most significant accomplishment was the fact that it had not resorted to layoffs in its history...

Human Resource and Organization Behavior | Case Study in Management, Operations, Strategies, Human Resource and Organization Behavior, Case Studies

Performance Management

In the initial years of its operations, Scottrade did not have any formal talent management system in place. However, in the late 1990s, the company began to lay greater emphasis on this area. The performance management process at Scottrade began at the top of the organization, with the senior executives and directors setting the strategy of the company for a five-year period...

Training and Development

At Scottrade, training and development was a key part of the talent management process. In the first 18 years of its operations, the company did not have a training department. It relied on on-the-job training of the employees who would usually sit with someone to learn their job...

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