The Brink’s Company (NYSE: BCO) is a security and protection company headquartered in Richmond, Virginia, United States. Its core business is Brink’s, Incorporated; it spun off its Brink’s Home Security operations into a separate company (Broadview Security) in 2008. In 2005, the company reported a total of 54,000 employees and operations in more than 50 countries. The company emerged from The Pittston Company and changed its name to The Brink’s Company in 2003.

Brink’s is popularly known for its bullet-resistant armored trucks which are used to carry money and valuable goods (once used to transport the Hope Diamond from an auction to the buyer's home). Brink’s is a provider of security services to banks, retailers, governments, mints, and jewelers. Founded in 1859 by Perry Brink of Chicago, Illinois, Brink’s Incorporated evolved from an armored transportation service to one of the main providers of logistics solutions[clarification needed]and secure transportation in the world.

Brink's recently sold one of its core operations, BAX Global, a logistics and transportation solutions company. BAX Global was formerly known as Burlington Air Express. On January 31, 2006, Brink's sold BAX Global to Deutsche Bahn for US$1.1 billion.


In the selection process four steps are used by the company. The first step includes comparing the similar traits the current company’s employees have. In doing this the company will know which trait they will deem as the most important requirement for the applicants. The company gathered data about their productive employees and they singled out the trait that unifies them, the company then checked if the applicants have such trait. The company has a t ally of all traits each employee has and then it cross references it with the traits their best personnel has. The second step includes the use of proven handwritten or computerized tests to determine which among the employees have the best chance to perform well in the organization. The handwritten or computerized tests concentrated on determining the human skills of the participants and it determined the best traits of the participants. The third step includes the interview with high ranking members of the company. This is done to determine how the applicant would maintain their composure amidst the pressure from high ranking members of the company. The questions in the third step are harder than the other interviews since this is the final interview and it is a factor in making hiring decisions. The last step is the analysis of all data acquired. In this step the members of the hr group of the company is on the process of determining which applicant fits the position. In this step the applicants were analyzed to see which fits well the available position and which applicant have the trait needed by the company. This writer was able to pass all parts of the selection process and was able to impress the interviewers.


Compensation and rewards
1. Motivation:
Motivation is a driver force through which an employee showed maximum level of performance. To motivate the employee NIB bank used Path goal motivation theory. According to this theory the manager’s job is viewed as guiding workers to choose the best paths to reach their group goals, as well as the organizational goals.
First of all manager identify what outcomes subordinates are trying to obtain in the workplace. For example, what goals are they trying to meet? After gaining this information, the manager guides the employee how to achieve those goals efficiently and effectively. Removing any obstacles that might come along the way, and by expressing confidence in their subordinates’ capabilities. Reward subordinates for performing at high levels or achieving their work goals by giving them desired outcomes.
Four types of behavior that manager can engage in to motivate subordinates:
 Directive behavior (similar to initiating structure) lets subordinates know what tasks need to be performed and how they should be performed.
 Supportive behavior (similar to consideration) lets subordinates know their leaders cares about their well-being and is looking out for them.
 Participative behavior enables subordinates to be involved in making decisions that affect them.
 Achievement-oriented behavior pushes subordinates to do their best. Such behavior includes setting difficult goals for followers, expecting high performance, and expressing confidence in their capabilities.
2. Salary structure:
Salary structure of NIB bank is based on experience. The employee who has less experience will get less salary for example
Beginner (0-1 years of experience)
Monthly: Rs.15,000 to Rs.18,000
Annual: Rs.1.8 lakhs to Rs.2.16 lakhs
Professional ( 2-3 years of experience) :
Monthly: Rs. 18,000 to Rs. 30,000
Annual: Rs.2.16 lakhs to Rs. 3.60 lakhs
Banking operations Manager professional ( 5 and above years of experience
)Monthly: Rs. 30,000 to Rs. 50,000
Annual: Rs.3.60 lakhs to Rs. 6.00 lakhs
3. Benefits of NIB bank:
 Vehicle loan
 Car Entitlement
 House loan
 Fuel Allowances
 Mobile Phone facility
Fuel Allowance:
Permanent employees according to their grades entitled bank gave petrol that has been utilized by employees to pursuit of their job responsibilities.
Mobile Phone facility:
Permanent employees under grade entitlement are eligible for the use of mobile phones which they have incurred to pursuit of their job responsibilities.
House Loan
House loan facilities are available to all confirmed employees at NIB, based on the following criteria:
You should have 3 years of experience as a permanent employee with at least 6 months of experience with NIB. Fresh hires (who have joined NIB directly after completing their education and do not have any previous experience) should have 3 years NIB experience.
the maximum House Loan that can be availed is limited to Rs.15, 000,000.
• Interest rate of 4 % per annum will be charged for this facility
• This loan is repayable within 25 years of service
Vehicle Loan
All confirmed permanent employees of NIB, after completion of their probationary period, are eligible to apply for car loans. The loan will carry interest rate of 4 %. The repayment period for new & used cars and for new motorcycle is 7 years. Used cars should not be older than 5 year form the date of their registration whether only new motorcycles are permitted to be purchased under this policy.
 .
Car Entitlement
Employees at NIB will be provided a car according to their grade entitlement.
Below is a table providing a description of the entitlements of bank provided vehicles:
Grades CAR Make & Type
Grade 3 Toyota (Altis, 2.0 D Saloon) OR Honda VTi Oriel ( U/G)
Grade 4 Honda VTi Oriel (A/T)
Grade 5 Honda VTi (A/T) etc.
 Cars will be replaced after 4 yeas from date of purchase.
 If an employee is promoted, the existing car will continue to be the entitled car till the completion of 4 Years.
 NIB will make payments for car insurance and vehicle tax for motor vehicles that are being used by the employees and also for their reasonable maintenance ( this includes, servicing, oil change, replacement of parts / accessories, filling of gas in air-conditioner once every year )..
 Employees are not allowed to convert their vehicles to CNG and /or diesel.
 An employee can apply to buy the car on completion of 4 Years from the time of purchase. The purchase price of vehicle will be mid-point of market price and the book value.
 An employee, after submitting resignation, can apply for the purchase of vehicle. The decision to sell the vehicle to the employee for a price will be at the sole discretion of NIB.
 
Last edited:

jamescord

MP Guru
The Brink’s Company (NYSE: BCO) is a security and protection company headquartered in Richmond, Virginia, United States. Its core business is Brink’s, Incorporated; it spun off its Brink’s Home Security operations into a separate company (Broadview Security) in 2008. In 2005, the company reported a total of 54,000 employees and operations in more than 50 countries. The company emerged from The Pittston Company and changed its name to The Brink’s Company in 2003.

Brink’s is popularly known for its bullet-resistant armored trucks which are used to carry money and valuable goods (once used to transport the Hope Diamond from an auction to the buyer's home). Brink’s is a provider of security services to banks, retailers, governments, mints, and jewelers. Founded in 1859 by Perry Brink of Chicago, Illinois, Brink’s Incorporated evolved from an armored transportation service to one of the main providers of logistics solutions[clarification needed]and secure transportation in the world.

Brink's recently sold one of its core operations, BAX Global, a logistics and transportation solutions company. BAX Global was formerly known as Burlington Air Express. On January 31, 2006, Brink's sold BAX Global to Deutsche Bahn for US$1.1 billion.


In the selection process four steps are used by the company. The first step includes comparing the similar traits the current company’s employees have. In doing this the company will know which trait they will deem as the most important requirement for the applicants. The company gathered data about their productive employees and they singled out the trait that unifies them, the company then checked if the applicants have such trait. The company has a t ally of all traits each employee has and then it cross references it with the traits their best personnel has. The second step includes the use of proven handwritten or computerized tests to determine which among the employees have the best chance to perform well in the organization. The handwritten or computerized tests concentrated on determining the human skills of the participants and it determined the best traits of the participants. The third step includes the interview with high ranking members of the company. This is done to determine how the applicant would maintain their composure amidst the pressure from high ranking members of the company. The questions in the third step are harder than the other interviews since this is the final interview and it is a factor in making hiring decisions. The last step is the analysis of all data acquired. In this step the members of the hr group of the company is on the process of determining which applicant fits the position. In this step the applicants were analyzed to see which fits well the available position and which applicant have the trait needed by the company. This writer was able to pass all parts of the selection process and was able to impress the interviewers.


Compensation and rewards
1. Motivation:
Motivation is a driver force through which an employee showed maximum level of performance. To motivate the employee NIB bank used Path goal motivation theory. According to this theory the manager’s job is viewed as guiding workers to choose the best paths to reach their group goals, as well as the organizational goals.
First of all manager identify what outcomes subordinates are trying to obtain in the workplace. For example, what goals are they trying to meet? After gaining this information, the manager guides the employee how to achieve those goals efficiently and effectively. Removing any obstacles that might come along the way, and by expressing confidence in their subordinates’ capabilities. Reward subordinates for performing at high levels or achieving their work goals by giving them desired outcomes.
Four types of behavior that manager can engage in to motivate subordinates:
 Directive behavior (similar to initiating structure) lets subordinates know what tasks need to be performed and how they should be performed.
 Supportive behavior (similar to consideration) lets subordinates know their leaders cares about their well-being and is looking out for them.
 Participative behavior enables subordinates to be involved in making decisions that affect them.
 Achievement-oriented behavior pushes subordinates to do their best. Such behavior includes setting difficult goals for followers, expecting high performance, and expressing confidence in their capabilities.
2. Salary structure:
Salary structure of NIB bank is based on experience. The employee who has less experience will get less salary for example
Beginner (0-1 years of experience)
Monthly: Rs.15,000 to Rs.18,000
Annual: Rs.1.8 lakhs to Rs.2.16 lakhs
Professional ( 2-3 years of experience) :
Monthly: Rs. 18,000 to Rs. 30,000
Annual: Rs.2.16 lakhs to Rs. 3.60 lakhs
Banking operations Manager professional ( 5 and above years of experience
)Monthly: Rs. 30,000 to Rs. 50,000
Annual: Rs.3.60 lakhs to Rs. 6.00 lakhs
3. Benefits of NIB bank:
 Vehicle loan
 Car Entitlement
 House loan
 Fuel Allowances
 Mobile Phone facility
Fuel Allowance:
Permanent employees according to their grades entitled bank gave petrol that has been utilized by employees to pursuit of their job responsibilities.
Mobile Phone facility:
Permanent employees under grade entitlement are eligible for the use of mobile phones which they have incurred to pursuit of their job responsibilities.
House Loan
House loan facilities are available to all confirmed employees at NIB, based on the following criteria:
You should have 3 years of experience as a permanent employee with at least 6 months of experience with NIB. Fresh hires (who have joined NIB directly after completing their education and do not have any previous experience) should have 3 years NIB experience.
the maximum House Loan that can be availed is limited to Rs.15, 000,000.
• Interest rate of 4 % per annum will be charged for this facility
• This loan is repayable within 25 years of service
Vehicle Loan
All confirmed permanent employees of NIB, after completion of their probationary period, are eligible to apply for car loans. The loan will carry interest rate of 4 %. The repayment period for new & used cars and for new motorcycle is 7 years. Used cars should not be older than 5 year form the date of their registration whether only new motorcycles are permitted to be purchased under this policy.
 .
Car Entitlement
Employees at NIB will be provided a car according to their grade entitlement.
Below is a table providing a description of the entitlements of bank provided vehicles:
Grades CAR Make & Type
Grade 3 Toyota (Altis, 2.0 D Saloon) OR Honda VTi Oriel ( U/G)
Grade 4 Honda VTi Oriel (A/T)
Grade 5 Honda VTi (A/T) etc.
 Cars will be replaced after 4 yeas from date of purchase.
 If an employee is promoted, the existing car will continue to be the entitled car till the completion of 4 Years.
 NIB will make payments for car insurance and vehicle tax for motor vehicles that are being used by the employees and also for their reasonable maintenance ( this includes, servicing, oil change, replacement of parts / accessories, filling of gas in air-conditioner once every year )..
 Employees are not allowed to convert their vehicles to CNG and /or diesel.
 An employee can apply to buy the car on completion of 4 Years from the time of purchase. The purchase price of vehicle will be mid-point of market price and the book value.
 An employee, after submitting resignation, can apply for the purchase of vehicle. The decision to sell the vehicle to the employee for a price will be at the sole discretion of NIB.

Netra good post your share with us, Here i am up-loading Study on Positioned for Growth - Brink's Company, please check attachment below.
 

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