This action might not be possible to undo. Are you sure you want to continue?
STANDARD CHARTERED BANK
Submitted By - Dhaval Waghani Roll no.149 Amity Global Business School
Company Profile Products & Services Key Concern & challenges Organisational Structure Human Resource Recruitment Performance Training & development Other Hr policies Recommendations Questionnaire
are offered exciting career opportunities as a result of our unique global footprint. Standard Chartered has an extensive global reach and a strong position in emerging markets.INTRODUCTION With a banking heritage spanning more than 150 years. Africa.750 branches and outlets in more than 70 countries across the Asia Pacific Region. representing 115 nationalities. Our 75. the Middle East. Standard Chartered has a network of over 1. SCB’s business & strategy 3 . supplemented by strategic alliances and acquisitions. SCB is one of the world's most international banks in terms of the diversity of our people.000 employees. South Asia. Europe and the Americas.
They are a fundamental part of the culture. supporting the development of exciting new products and services for the customers worldwide. Principles & Values At Standard Chartered the success is built on teamwork. and constitute a long-term priority in their aim to become the world's best international bank. The bank believes this diversity helps to fuel creativity and innovation. representing 115 nationalities. Africa and the Middle East.000 people. and we can find 60 nationalities among their 500 most senior leaders. SCB employs 75. partnership and the diversity of our people. Today. At the heart of SCB values lie diversity and inclusion.Standard Chartered operates in many of the world's fastest growing markets. 4 . and derives over 90 per cent of its profits from the emerging trade corridors of Asia.
corporate and institutional customers in some of the world's most exciting and dynamic markets. they develop innovative products and services to meet the diverse and ever-changing needs of individual. we focus on four key commitments: • • • • To attract. are exposed to exciting career opportunities as a result of banks unique global footprint. To create a diverse and inclusive workplace that encourages employees to achieve their full potential. SCB is one of the world's most international banks in terms of the diversity of their people. By combining their global capabilities with deep local knowledge. To develop exceptional managers who engage their people. To make Standard Chartered a great place to work. Standard Chartered PLC is consistently ranked in the top 25 FTSE 100 companies by market capitalisation. SCB’s 75. representing 115 nationalities.SCB’s Business Listed on both the London Stock Exchange and the Hong Kong Stock Exchange. engage and retain talented employees.000 employees. To develop individuals and teams by focusing on their personal strengths. 6 .
and almost 60 nationalities are represented among the senior management.The Bank offers a well-rounded career that is truly global in scope. Over 2. Each year as many as 20 per cent of our employees get expanded role opportunities. Nearly half of our employees are women.000 of our employees are on cross-border assignments at any one time. interact and learn from other cultures. reflecting the bank's policy towards providing equal opportunity for all employees. 7 . Our size and reach facilitate exposure to international banking standards and work experience by providing employees with opportunities to travel.
By combining our global capabilities with deep local knowledge. Standard Chartered PLC is consistently ranked in the top 25 FTSE 100 companies by market capitalisation. corporate and institutional customers in some of the world's most exciting and dynamic markets. 8 . we develop innovative products and services to meet the diverse and ever-changing needs of individual.Business & Strategy Our business Listed on both the London Stock Exchange and the Hong Kong Stock Exchange.
Product & Services Personal Banking Through our global network of over 1.750 branches and outlets. we offer personal financial solutions to meet the needs of more than 14 million customers across Asia. Africa and the Middle East. • • • • Cash Management SME Treasury Services Trade Finance & working Capital Loan & Mortgages 9 . Products offered:• • • • • • Savings & banking Services Loan & Mortgages Credit Cards Insurance Investments International Banking SME Banking Our SME Banking division offers a wide range of products and services to help small and medium-sized enterprises manage the demands of a growing business.
foreign exchange and risk management. cash management. and corporate finance. with on-the-ground expertise that spans our global network. securities services. our Wholesale Banking division provides corporate and institutional clients with innovative solutions in trade finance. • • • • Transaction Banking Financial Markets Corporate Finance Principal Finance Private Banking Our Private Bank advisors and investment specialists provide customised solutions to meet the unique needs and aspirations of high net worth clients. capital raising.Wholesale Banking Headquartered in Singapore and London. • • • Portfolio view & messaging Investment Products Wealth Management Services 10 .
Poaching means employing a competent and experienced person already working with another reputed company in the same or different industry. Advantages of outsourcing are: Company need not plan for human resources much in advance. Indian software and the retail sector are the sectors facing the most severe brunt of poaching today. Company can save a lot of its resources and time POACHING/RAIDING “Buying talent” (rather than developing it) is the latest mantra being followed by the organizations today. weeding the unsuitable resumes/candidates. Outsourcing firms develop their human resource pool by employing people for them and make available personnel to various companies as per their needs. the organization might be a competitor in the industry.Key Concerns and Challenges: The following trends are being seen in recruitment: OUTSOURCING The outsourcing firms help the organization by the initial screening of the candidates according to the needs of the organization and creating a suitable pool of talent for the final selection by the organization. better than the current employer of the candidate. the outsourcing firms or the intermediaries charge the organizations for their services. But it is seen as an unethical practice and not openly talked about. Value creation. It has become a challenge for human resource 11 . In turn. operational flexibility and competitive advantage Turning the management's focus to strategic level processes of HRM Company is free from salary negotiations. A company can attract talent from another firm by offering attractive pay packages and other terms and conditions.
Alternatively job seekers place their CV’s in worldwide web.Recruitment Many big organizations use Internet as a source of recruitment. E. CV through e mail using the Internet. which can be drawn by prospective employees depending upon their requirements. 4) Recruitment of right type of people. 2) No intermediaries 3) Reduction in time for recruitment. Advantages of E-Recruitment are: 1) Low cost. The job seekers send their applications or curriculum vitae i.managers to face and tackle poaching.recruitment is the use of technology to assist the recruitment process. 5) Efficiency of recruitment process 12 .e. as it weakens the competitive strength of the firm. E. They advertise job vacancies through worldwide web.
ORGANISATIONAL STRUCTURE Department: Credit Card Department – Inbound Dept 13 .
SCB incorporates diversity and fair treatment of employees as a core value. are exposed to exciting career opportunities as a result of banks unique global footprint. It can be seen that almost 80% of the employees are satisfied for working with the bank. SCB is one of the world's most international banks in terms of the diversity of their people. representing 115 nationalities. Below was the survey conducted in the bank by Hr department of Scb. It believes in nurturing employee potential through involvement.Human Resources SCB very strongly believes that 'People make the difference'. SCB’s 75. 15 . empowerment and continuous learning.000 employees.
For Credit Card Department Recruitment Recruitment means to estimate the available vacancies and to make suitable arrangements for their selection and appointment.internal promotion. In the recruitment. Recruitment represents the first contact that a company makes with potential employees Sources of Recruitment:16 .are used. Recruitment is understood as the process of searching for and obtaining applicants for the jobs. a pool of eligible and interested candidates is created for selection of most suitable candidates. For this different source such as newspaper advertisement.H R Policies & Procedures of SCB . from among whom the right people can be selected. employment exchanges. In recruitment. etc. information is collected from interested candidates.
and Timesjob.in interviews are c) SCB posts its vacancies through various Job Portals such as Naukri.com 17 . Indiajobs.A consultancy firm for short listing the candidates for Ads are given in newspapers.a) Where applicable.com. b) Even after that. etc. Higher the post. positions will be advertised within the organization before exploring other external sources like advertisement. conducted.The banks also has a tie up with Manpower Services Consultancy interview.com d) The company also posts its vacancies through its home page where the candidate can post its resumes through the link Carrer@standardcharterd.com.com. More the monetary incentive is given. if the position is still Vacant. agencies. --. Monsterjobs. walk. One of the main source of recruitment used now a days is through referrals given by the company employees. Ads are given in newspapers stating the details of the post vacant & the minimum required eligibility criteria. Employees are given Monetary incentives if the referral given by the employee is selected for the the job.
head that again fill up the same assessment form filled in during the 1st round of interview. 18 .Interview Process: All short listed candidates are requested to fill in the Application Form prior to the interview. If the candidate does not accept the appointment then the candidate who was second best would be approached for appointment. The first round is held by an officer from the dept. head & HR dept. After conducting the two rounds of interviews the candidate most suitable is selected and an appointment letter is sent to the candidate. these applications are also considered while filling in vacancies and the process of interview and appointment is carried out. The company also receives applications for jobs on a day-to-day basis. The company officials carry out two rounds of interviews. The second round of interview is taken over by dept. The candidate is required to sign the appointment letter suggesting a date of joining the company. concerned where the vacancy exists who fills in the interview assessment form and depending on the form filled the candidate is either rejected or selected for another round of interview.
effortlessly. Actual Achievements: This is the actual list of objectives that are completed by the employee from the given list of objectives.Performance Appraisals scb is a performance driven organization. The appraisal form is divided into 4 sections. 19 . Super achievers move up the career ladder. The appraiser has to note down his comments about the employee in this section & has to go through the records of the employee to evaluate for performance appraisal. This has to be filled by the employee. The employee performance appraisals are conducted every 6 months. These four sections are Key Result Area: These are the Objectives that were expected to be fulfilled by the employee in the beginning of the year. Each Employee is given an appraisal form to fill up every 6 months. The scores are out of 50. Has to be filled by the employee Weightage: The employee has to score himself depending on the objectives he has completed. Remarks: This section has to be filled by the appraiser.
The appraiser after assessing the appraisal form will have a one on one session with the employee. The employee can also put forward his ideas. After this whole session the employee will receive his final overall performance rating. and discuss issues in this session. The appraiser is the authority to whom the employee reports. The appraiser will provide then give his feedback to the employee.The Completed forms are then submitted to the respective Appraiser. One on one session is very interactive. In this session the employee has to justify the score he has allocated to himself. Depending on the rating the employee is subjected to the following Future Roles Skills to be acquired/developed Suggested course of action Training Required Areas for opportunities Promotions Training and Development • Professional Training Programs 20 .
OJT method is mainly adopted while orienting new employees. standard training is an inherent element of their support system . Advance Training: Once employees have settled down as a professional the company will continuously upgrade capability and knowledge through sophisticated training program. Instead. as when an experienced worker shows a trainee how to perform the job tasks. OJT is conducted at the work site and in the context of the job. this training will give perfect knowledge about the insurance industry along with comprehensive knowledge about the insurance along with comprehensive knowledge abut SCB SLIC Product.At SCB. Efforts towards development often depend on personal drive and ambition. Development is not primarily skill-oriented. it is informal. Basic Training and Induction: Independence of work experience. fit for this dynamic world of financial products and markets. which will be helpful to employees in higher positions. such as those supplied by management development programmes. Some of their training and support initiative are as: . Development activities. 21 . introducing innovations in products & services and in special skills training. Development refers to those learning opportunities designed to help employees grow. it provides general knowledge and attitudes. are generally voluntary Methods and Techniques of Training: ♣ On-the-Job Method (OJT): Majority of industrial training is on the job training type. Often.
4. special skills training. b) Audio-Visuals: These include television slides. This method can be made effective when combined with other means of training. d) Simulations: A simulator is any kind of equipment or technique that duplicates as nearly as possible the actual conditions encountered on the job. facts. the learner proceeds to the next block. Allowing the person to respond. 22 . administrative. supervisory and managerial education. creative. video-types. either in a book form or through a teaching machine. films and LCD Projectors. It is an attempt to create a realistic decision – making environment for the trainee. PI involves: 1. 3. or problems to the learner. If the answers are correct. 2. overheads.♣ Off-the-Job Training Method: Off-the-job training is mainly adopted for orienting new employees. The advantages and disadvantages of some of the important techniques of off-the-job methods are listed below: a) Lectures: Lecture is a verbal presentation of information by an instructor to a large audience. but without the high costs involved should the actions prove undesirable. safety education. The advantage of simulation is the opportunity to ‘create an environment’ similar to real situations the managers incur. introducing innovations in products and services. Presenting questions. Providing feedback on the accuracy of his or her answers. technical & professional education and sales. c) Programmed Instruction (PI): Training is offered without the intervention of the trainer. Information is provided to the trainee in blocks.
Other HR Practices Mandatory off (MO). Travelling incentives:.30 days per calendar year. 23 . Employee has to take minimum 15 MO’s till the end of every 6 months. (January to December). that is till the end of june.employees are given travelling incentives as per the shift they are given to work. Afternoon Shifts:.12pm to 9pm – Rs 100 per day 1pm to 10pm – Rs 100 per day 2pm to 11pm – Rs 100 per day 3pm to 12pm – Rs 200 per day Night shift – 9pm to 7am Rs 200 per day Birthday celebrations are carried out in the organization by gifting them with cards and gifts. next 15 MO’s till the December End.
which acts as an intranet. is provided to the employees to keep them updated with all the information about the organization & about their personal records. Recommendations: Company should focus on Campus Recruitment. Front end should be there to deal with walk in customers. Refresher’s Training & updates regarding the products must be given to each employee so that they can get the proper knowledge of the products. It has been seen that there has been too much of work load recently results into stress. 24 . During the festivals the employees decorate the organization and then sweets are also distributed to them. Scb should come up with stress management activities. On-line Human Resource Management System.
Could you please tell me. a few challenges you face in handling human resource in the company? 25 . the products / services offered by the company? 3. what are the employee benefit programs in the company? 8. Could you please tell me. Could you please tell me. how does the company plan for human resources? 4. Could you please tell me. the training process and method used by the company? 6. Could you please tell me. Could you tell me. the performance appraisal / management process and policies? 7. Could you please tell me.Questionnaire 1. the organization structure of the company? 2. Could you please tell me. which process and methods does the company use for recruitment & selection? 5.