Documenti di Didattica
Documenti di Professioni
Documenti di Cultura
What we do?
They are a leader in global payment services. From small businesses and global corporations, to
families near and far away, to NGOs in the most remote communities on Earth, Western Union
helps people and businesses move money - to help grow economies and realize a better world. In
2015, they moved over $150 billion dollars for our consumer and business clients. We continue
to innovate, developing new ways to send money through digital, mobile, and retail channels,
with an array of convenient pay-out options to meet business and consumer needs.
They are a business centered on the needs of our customers, and over the years, we’ve invested
and innovated to provide consumers and businesses with even more choices – in products, in
services, and in how and where they can access Western Union when moving money across
borders.
We connect
people
We move money for better, enabling individuals, families and friends to securely and seamlessly
transfer money in the ways that are most convenient for them, whether that is walking into a
retail location or using our Western Union website or app to move money in minutes.
Our customers use our services to send money to family members in nearly every part of the
world, to provide support, recognize a special occasion, and enable entrepreneurship or
education.
We connect
businesses
As businesses have a growing need to move money around the globe and transact in different
currencies, we’ve answered these needs with Western Union Business Solutions to help navigate
the global economy, including solutions for International Payments, Risk Management, and Cash
Management Solutions. We offer a wide range of industry-specific solutions that today help over
100,000 clients including financial institutions, educational institutions, NGOs, and
small/medium sized businesses needing to make cross-border payments.
We enable
partnerships
Our Purposes
We believe that when money moves, better things can happen. A business expands. A child goes
to college. Emergency aid arrives when it’s needed. An economy prospers, an opportunity opens,
a community heals and relationships endure.
Moving money for better means moving money for a better world –creating value for
individuals, businesses and for society.
Our Vision
We're realizing this vision through our global cross-border platform supported by an multi-
channel network that spans over 200 countries and territories, built on ever-evolving technology,
trusted relationships with Agents and partners, and global compliance capabilities.
Our Leadership
Our leadership team remains true to our vision and values, putting customers’ evolving needs at
the center of our innovation and holding up trust and convenience as the hallmarks of our
business.
Consumer Services
We make sending and receiving money convenient and simple. At Western Union you can send
money in a variety of ways:
Send money
Online
Via WU App
Use our app on Android, iPhone and iPad to send money and keep track of your transfers on the
go 24/7.
In person
Visit one of our 500,000 Agent locations worldwide and we will help you transfer money in
person.
By phone
In the US, call 1-800-CALL-CASH from a landline and one of our team will assist you.
Receive money
In cash
Visit any one of our 500,000 Agent locations near you with your government-issue ID and
MTCN tracking number (your sender will share this with you).
Bank
account
Have money sent directly to your bank account for ease of use
Mobile
wallet
In select markets you can have your money sent directly to your mobile wallet while you are on
the go.
Pre-paid
card
In select markets you can have your money transfer loaded onto your Western Union
branded pre-paid card by logging into your card account or calling the number on the
back of the card.
About Us
Western Union pioneered the idea of moving money around the world and has been
connecting people globally for over 164 years. As one of the world’s leading providers of
cross-border business payments, Western Union Business Solutions is transforming how
businesses can expand globally through one of the largest and most diverse payment
networks in the world.
Your global business partner
Companies around the world count on us as their global payments partner. With fast, cost-
effective payment solutions and customized cash management strategies, we help
organizations of any size and in any industry achieve solid results.
We work around the clock in all time zones to help organizations send and receive payments in
over 130 currencies through a global network that spans 200 countries and territories*. Through
our powerful online platforms, we offer an efficient way to manage international payments and
cash flow on a global scale. Along with a skilled team of financial specialists, we also provide
the support, market insight, and risk management consultation your business needs to grow
profits today.
Invester Relations
Worldwide, many people have unmet financial service needs. At Western Union, it’s our
goal to meet those needs—through providing new, innovative solutions. Our vision is to
be a recognized leader in providing innovative solutions, high service levels, and omni-
channel integration for cross-border, cross-currency money transfer.
Financial Investment
PERFORMANCE APPRAISAL
Performance appraisal has been used for decades in organisations to serve employees'
and organisations' needs. It is defined by Snape et al. as "a formal assessment of how
well an employee performs his or her job, usually carried out on a regular basis (e.g.
appraisal, how to appraise, who conducts appraisal and who is appraised, when and
how often, how to tell and use results, etc. It is not easy to set up suitable and efficient
Inadequateperformance appraisal system is very costly and does not produce any
appraisal is performed well it brings benefits to employees, their superiors, to the human
resource department and the whole company. Formal and Informal Appraisal There are
two types of appraisal conducted according to its frequency and purpose. An informal
influenced by the current situation and need. It is the part of running checking of
employee's behaviour and fulfilment of tasks. The appraisal is usually verbal and not
recorded and it does not serve as basis for performance management. It should
motivate the employees and give feedback to them and to the superiors as well. A
is recorded and saved in the employee's profile. The following figure shows the formal
appraisal in time
Objectives of Appraisal
creates assumptions for employee's utilization within the company and for his/her e.g.
motivation, performance or career. Only some of the main objectives are introduced as
follow :
Other objectives of the appraisal may differ according to the situation within the
In practice only some of these objectives are met by the appraisal. It depends on the
purpose of the appraisal. The whole appraisal is more about the performance in a case
of the appraisal focused on remuneration. The appraisal, focused on character
of the employee or his/her behaviour, is oriented on management of development and
employee's motivation.
The appraisal system, which is realised effectively, provides the company with very
important feedback about management of the company and the employee's perception
of it. Managers are supposed to do the appraisal to find out what provisions are
necessary to adopt. They are also supposed to support employee's success or on the
Also employees expect benefits from the appraisal. The employee gets feedback about
his/her performance which may motivate him/her to do better job. They get an
opportunity to find out whether their requirements harmonise wi th the company's vision
Appraisal Parameters
To conduct the appraisal well an appraiser must know which criteria are crucial for the
certain employee's position and which are adequate to the form and purpose of the
appraisal too. Different criteria may apply to different positions within the company.
They can be general (they apply to the all positions) or special (adjusted to the
comparable (if possible), objective, reliable and giving evidence. For example skills
which do not relate to work cannot be taken into consideration during appraisal. The
appraisal observes knowledge, skills, competence and behaviour of the employee
1. Labour performance
Quality and quantity of work during certain time and with certain costs
Behaviour
Expertness
Personality
Motivation
3. Work-related and life condition of the employee However, the most common
Labour efficiency
Appraising Methods
classify, provide and use information gained from employees and about
position. The methods are developing and new ones are emerging. They cannot
The author offers only brief summary of the appraisng methods. Appraisal
been used for appraisal of managers and specialists. The objectives and plans
which should be completed by the employee by the deadline are appraised.
• Specific
• Measurable
• Achievable
• Relevant
• Time-bound
sets up new objectives for the next period. This method is future oriented and it
meeting norms. These norms are usually quantified therefore measurable but it is
not possible to compare the results with other employees from different sectors.
accomplished.
employee's
This method relates to pay rise according to achieved level of performance or for
scale is unexacting, not time-consuming and can be used for large amount of
employees.
Numerical
Graphic
Verbal
work, working technique and behaviour during work. Each activity is recorded and
subjectivity, bias and misleading numerical or volume measures. The only disadvantage
is demandingness of preparation. However, when this type of appraisal is understood
Descriptive Appraisal
Descriptive appraisal is quite problematic method due to its subjectivity (every appraiser
employee's performance in writing, his/her strengths and weaknesses and the appraiser
proposes how the employee could improve his/her performance. This method is difficult
and its results are not quantifiable. Therefore they cannot be comparable.
The appraiser must record every situation of extraordinarily good or bad behaviour of
the employee which relates to his/her work duties. These situations are called key
events. The appraiser records these events during the whole appraisal period. He/she
records positive and negative situations which are then classified and serve as objective
However, there are some limitations as well. Negative events tend to be more easy-
toremember and remind all the complaints on the employee. The supervisor must watch
the employee very closer that may be unpleasant for the employee and he/she also
conducted by superiors. The results of these methods help distinguish the worst and the
best employees and they also identify percentage of pay rise, possible promotion or
bonuses. These methods are very practical but they offer low feedback and they could
be prejudiced against the employee due to the appraiser's subjectivity. The most
employees from the best employee to the worst one; it is simple evaluation with simple
interpretation but you never know to what extent is one employee better/worst
• Forced classification into categories – the employes are divided into categories
according to their performance, credibility, etc.; differences among employees are not
known as well as in the previous form and there must be employees who get worst
ratings (due to the forced classification) even if their performance is not so bad
with other employees within the same group and he/she identifies the final sequence
according to scoring in certain criteria; the employee who is in most cases first will be
Appraiser
It is clear that everyone (from employees to directors) within the organisation should be
appraised whilst the question arises who should conduct appraisal. The following figure
that the boss is the most suitable person for appraiser position due to relationship and
contact with subordinates. However, this type of appraisal has become problematic in
terms of fairness and objectivity. New variations of appraisal have been developed and
Self-Appraisal
According to Shore and Tashchian self-appraisal system has long tradition and in recent
years it has been applied in the overall performance appraisal in terms of subordinates'
that the boss is the most suitable person for appraiser position due to relationship and
contact with subordinates. However, this type of appraisal has become problematic in
terms of fairness and objectivity. New variations of appraisal have been developed and
Self-Appraisal
According to Shore and Tashchian self-appraisal system has long tradition and in recent
years it has been applied in the overall performance appraisal in terms of subordinates'
comments and registration of any disagreements. They suggest that selfappraisal is
(especially if the appraisal is pay-related) and inaccuracy. Also Shore and Tashchian
receives employee's self-appraisal prior finishing his own evaluation of the employee.
Selfappraisal is the most effective where appraisal is not pay-related and where self-
Appraisal by Peers
Appraisal by peers has been popular for quite short time. Some authors emphasises
benefits of peer appraisal such as identifying individual and also organisational actions
the other hand others highlight negative aspects of peer appraisal in terms of rating
severity (or leniency) and limitation caused by conducting appraisal by the same peers.