Introduction For an effective operation, organizations need human and physical resources; properly managed organizations have an appropriate number of personnel’s, in number, experience and expertise. To ensure that the right number of people is available when required, a company’s human resource management should develop effective framework of planning human resources: Swiss Bank Corporation (SBC) has realized that to reach much higher productivity, they need to manage their workforce effectively and appropriately. Well-managed human resources are assets to a company and they develop a sense of loyalty to the company. This paper is a case analysis of Swiss Bank Corporation (SBC) where it will focus on identification of root causes of human resources issues faced in the organization; at end, the report will give recommendations on policies or strategies that the company needs to implement to manage its human capital effectively. The banking industry is competitive and the leaders need to have effective policies that facilitate the involvement of human capital in its management and delivery of quality services to the people. With this in mind, the bank need to have effective human resources management departments (Storey, 2007) Who were the customers of Mitchell and his HR staff? The human resources department has the mandate of ensuring that adequate employees are available at all times. It has the mandate of planning, deploying, employing, training, retaining, and dismissal of employees. When the department is undertaking this duty, it looks into quantitative and qualitative aspects. Qualitative means the right number of employees and qualitative means employees with right skills. (Legge, 2004). Workers engage their mind, time, expertise, and intellectualism in their works; they expect to be compensated through wages, salaries, bonuses, and non-cash benefits. According to employment agreement, an employer and employee are obliged to respect labor law in the country of operation and uphold to employment-contract terms and conditions. Developing an efficient team is the role of personnel management assisted by top and line managers; it starts with human resources planning to appraisal, motivation, rewards, and ends with termination of employment contract. Terms of employment vary with organizations and so do human resources practices like selection, contracting, and recruitment. One of the major functions of human resources department is developing a compensation strategy that satisfies all the employees irrespective of their rank, an effective reward strategy should be able to trigger motivation and increase the zeal to work-hard in an organization. In this case, Mitchell and his HR staff’s are given the role of setting policies that improve the relationship that the company has with its customers (customer in this case means the line managers who the department serves). Customers (staffs) are the main reason why an organization operated, they are the reason what the organization came into operation so policies made within an organization should focus the improvement of customer feeling and the relationship they have with the organization. This is only attained if there are effective human resources management approaches adopted in the firm (Armstrong, 2006) One problem