MAKE NO MISTAKE WHO THESE THUGS ARE. CROOKS, CRIMINALS, SCUMBAGS TARGETING THE UNEMPLOY, ELDERLY, STUDENTS, STAY-AT-HOME MOMS, RETIREES, AND THE INNOCENT. LURING THEM INTO CASHING FRAUDULENT CHECKS
Work with Latvia Finance Group Izdrukai

The companies of the Latvia Finance Group share a common personnel policy. The policy is aimed at guaranteeing the competence of all units in carrying out the strategies and goals of the organisation through consistency and staff and maintaining the reputation as a valued employer.

We will achieve the goals we have set only if we understand the values that last and always strive to act in the best Latvia Finance spirit and be hansalike employees.

Recruitment and selection

When recruiting we value the ability to develop

Latvia Finance `s aim is to create and pursue long-term bilateral employment relations with the staff. On selection, measuring the potential of the applicant goes beyond the specific vacancy. Prior to the recruitment process the tasks and requirements for the new employee are described.

The recruitment process is:

* objective
* systematic
* profound
* fair
We promote re-location of the staff within the bank

If possible, vacancies are filled through selection inside the bank. Latvia Finance encourages the staff to seek out career possibilities in different business areas within the group, thus transferring skills and exchanging knowledge between units, if it is possible.

Units co-operate in human resources planning

We think that it is important that all business units co-operate and exchange information about planning the human resources, ongoing recruitment processes, applied selection methods, developments in the labour market, etc. so as to recruit the best staff, guarantee balanced development of the existing staff, avoid unhealthy internal competition and optimise labour costs.

Training and colleagues` help promotes accommodation

It is important for Latvia Finance that all new employees would accommodate as fast as possible, therefore the bank provides all new employees with induction into the bank`s strategy, business activities, culture and procedures, and special job-related training, if necessary, coupled with the support of the managers and the colleagues.

From university to Latvia Finance

While aiming at supporting consistent long-term development we consider it very important to engage educated new recruits and develop co-operation with educational institutions. Proceeding from that aim we involve trainees in the sectors where it is viable.

Development and management of the staff

Development of the staff is regulated by the superiors

Latvia Finance considers developing employees` knowledge, skills and competencies a very important factor in the long-term success and invests consistently into creating such opportunities with the aim of maintaining and enhancing the bank`s competitiveness. Development of the staff is the obligation the bank and the employees share.

Since development is not just moving up the career ladder, the task of the supervisors is to direct and support the development of their subordinates in a way that would best match the organisation`s long-term needs as well as the employees` potential, knowledge, skills and abilities.

Performance evaluation helps to set goals

The first step towards dynamic development is to consistently provide and receive feedback about what has been done well and what could be done better. The evaluation should be honest and fair while measuring business performance as well as the competencies and behavioural standards of the staff. The employees deserve an opportunity to make up for every failure while every achievement deserves recognition.

Appraisal interviews motivate

An important chain in the process of developing the bank and the staff is appraisal interviews, whose role is to see to it that the employees` aims are combined with those of the bank while evaluating the performance and setting aims and drafting plans for the future. The superiors and the subordinates share responsibility for the appraisal interviews. Latvia Finance will provide all employees with the information and necessary skills for carrying out the process effectively.

Developing leaders award and involve

Having set the aim of being the leading financial institution in the region, Latvia Finance needs good leaders both today and in the future, thus the bank prioritises consistent development of the managerial skills of the staff in the widest context and on different levels - related to specific areas, projects, departments, business units, and the whole group. Hansabank`s leaders are democratic and realise their aims through others - by involving and developing their subordinates and giving praise.

1+1=3

Latvia Finance regards the combination of all ideas and efforts the best way for implementing the potential of the organisation, in other words it values teamwork and learning from each other, i.e., synergy. That is why the employees and units that consistently share their knowledge and experience with the others either in the immediate work process or through the communication channels inside the bank or by
operating as lectors at training sessions or on other occasions are acclaimed by the bank.

Training

Staff development is the responsibility of the superiors

It is the responsibility of the superiors to develop their subordinates by creating favourable conditions for job-related further training as well as having a positive and rewarding attitude towards the studies and education of the staff in other areas.

We promote self-tuition

Hansabank creates comprehensive training opportunities through intra-bank and purchased training facilities and makes the information about such opportunities available to everyone. Hansabank also promotes self-tuition by creating respective distant studies opportunities and purchasing the tools (books, software) and making these available to the staff.

Hansabank encourages its staff end supports them upon continuing their studies by granting them study leaves and study loans and allowing more flexible schedules, etc.

Joint training unites the units

Hansabank supports co-operation between business units when developing joint training programmes and organising joint courses aimed at extensive utilisation of the know-how and experience existent in the organisation while optimising training (bought in) costs.

Remuneration and benefits

Good work deserves worthy pay

The bank`s remuneration policy helps to recruit, keep and motivate high-level staff. The payment principles and regulations are legal, compatible and have been publicised to be available to everyone.

The aim is to remunerate the staff adequately for their contribution. The pay has to be competitive on the labour market and reflect the difference in profitability in comparison to the average in the area and branch of industry as well as productivity.

The bank prefers direct pay through salaries to guarantee substantial quality of life and enable continuous self-improvement. The total pay comprises a fixed basic salary, additional pay for outstanding performance, bonuses, and fringe benefits.

Bonuses are performance-related

In drafting the performance-related pay and bonus systems we share the responsibility with the employees regarding possible risks. In the jobs requiring execution of tasks the basic salary accounts for around 85-90 per cent of the total pay. In highly qualified and strategic jobs the basic salary may account for a substantially smaller amount, depending more on the business results of the Hansabank Group and its units and achievement of the goals that have been set. Performance-related bonuses can also be paid out to the management and specialists in shares etc.

We care for health and support raising families

Implementation of the benefits is based on the principle of supporting the needs directly related to work (compensations for education, transport, communication, relocation, etc.), maintenance of health and working ability (health diagnostics, the Sports Club, etc.) and fulfilment of important social roles (mothers and fathers on maternity leave). As a rule, the employees are not offered benefits related to satisfying other daily needs (compensation for meals, housing, hobby groups, etc.)

Please refer to on life in Latvia Finance

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Domain Name: WWW.LATVIAFINANCE.NET
Registrar: CRITICAL INTERNET, INC.
Whois Server: whois.criticalinternet.com
Referral URL: http://www.criticalinternet.com
Name Server: NS2.TOPHOSTING.COM.UA
Name Server: NS1.TOPHOSTING.COM.UA
Status: ACTIVE
Updated Date: 04-nov-2005
Creation Date: 10-oct-2005
Expiration Date: 10-oct-2006

Last update of whois database: Sun, 13 Nov 2005 15:22:22 ES <<<

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Domain Name: LATVIAFINANCE.NET

Registrant:
finance f
Ted Alexander (latfinancegroup@yahoo.com)
Kr. Valdemara Street 11
Riga
Rlga,LV-1050
LV
Tel. +371.7326451

Creation Date: 10-Oct-2005
Expiration Date: 10-Oct-2006

Domain servers in listed order:
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Administrative Contact:
finance f
Ted Alexander (latfinancegroup@yahoo.com)
Kr. Valdemara Street 11
Riga
Rlga,LV-1050
LV
Tel. +371.7326451

Technical Contact:
finance f
Ted Alexander (latfinancegroup@yahoo.com)
Kr. Valdemara Street 11
Riga
Rlga,LV-1050
LV
Tel. +371.7326451

Billing Contact:
finance f
Ted Alexander (latfinancegroup@yahoo.com)
Kr. Valdemara Street 11
Riga
Rlga,LV-1050
LV
Tel. +371.7326451

Status:ACTIVE