HR Project

STANDARD
CHARTERED BANK

Submitted By - Dhaval Waghani

Roll no.149
Amity Global Business School

1
 Index

Company Profile

Products & Services

Key Concern & challenges

Organisational Structure

Human Resource

Recruitment

Performance

Training & development

Other Hr policies

Recommendations

Questionnaire

2
INTRODUCTION

With a banking heritage spanning more than 150 years, Standard Chartered has
an extensive global reach and a strong position in emerging markets,
supplemented by strategic alliances and acquisitions.

Standard Chartered has a network of over 1,750 branches and outlets in more
than 70 countries across the Asia Pacific Region, South Asia, the Middle East,
Africa, Europe and the Americas. SCB is one of the world's most international
banks in terms of the diversity of our people. Our 75,000 employees,
representing 115 nationalities, are offered exciting career opportunities as a
result of our unique global footprint.

SCBs business & strategy

3
Standard Chartered operates in many of the world's fastest growing markets, and
derives over 90 per cent of its profits from the emerging trade corridors of Asia,
Africa and the Middle East.

Principles & Values

At Standard Chartered the success is built on teamwork, partnership and the

diversity of our people.

At the heart of SCB values lie diversity and inclusion. They are a fundamental
part of the culture, and constitute a long-term priority in their aim to become the
world's best international bank.

Today, SCB employs 75,000 people, representing 115 nationalities, and we can
find 60 nationalities among their 500 most senior leaders. The bank believes this
diversity helps to fuel creativity and innovation, supporting the development of
exciting new products and services for the customers worldwide.

4
5
SCBs Business

Listed on both the London Stock Exchange and the Hong Kong Stock Exchange,
Standard Chartered PLC is consistently ranked in the top 25 FTSE 100
companies by market capitalisation.

By combining their global capabilities with deep local knowledge, they develop
innovative products and services to meet the diverse and ever-changing needs of
individual, corporate and institutional customers in some of the world's most
exciting and dynamic markets.

SCB is one of the world's most international banks in terms of the diversity of
their people. SCBs 75,000 employees, representing 115 nationalities, are
exposed to exciting career opportunities as a result of banks unique global
footprint.

To make Standard Chartered a great place to work, we focus on four key

commitments:

To attract, engage and retain talented employees.

To develop individuals and teams by focusing on their personal strengths.
To develop exceptional managers who engage their people.
To create a diverse and inclusive workplace that encourages employees to
achieve their full potential.

6
The Bank offers a well-rounded career that is truly global in scope. Our size and
reach facilitate exposure to international banking standards and work experience
by providing employees with opportunities to travel, interact and learn from other
cultures.

Each year as many as 20 per cent of our employees get expanded role
opportunities. Over 2,000 of our employees are on cross-border assignments at
any one time.

Nearly half of our employees are women, and almost 60 nationalities are
represented among the senior management, reflecting the bank's policy towards
providing equal opportunity for all employees.

7
Business & Strategy

Our business

Listed on both the London Stock Exchange and the Hong Kong Stock Exchange,
Standard Chartered PLC is consistently ranked in the top 25 FTSE 100
companies by market capitalisation.

By combining our global capabilities with deep local knowledge, we develop

innovative products and services to meet the diverse and ever-changing needs of
individual, corporate and institutional customers in some of the world's most
exciting and dynamic markets.

8
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.

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.

Cash Management
SME Treasury Services
Trade Finance & working Capital

9
 Loan & Mortgages

Wholesale Banking

Headquartered in Singapore and London, with on-the-ground expertise that

spans our global network, our Wholesale Banking division provides corporate
and institutional clients with innovative solutions in trade finance, cash
management, securities services, foreign exchange and risk management,
capital raising, and corporate 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.

Portfolio view & messaging

Investment Products

Wealth Management Services

10
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. Outsourcing firms
develop their human resource pool by employing people for them and make
available personnel to various companies as per their needs. In turn, the
outsourcing firms or the intermediaries charge the organizations for their
services.

Advantages of outsourcing are:

Company need not plan for human resources much in advance.
Value creation, operational flexibility and competitive advantage
Turning the management's focus to strategic level processes of HRM
Company is free from salary negotiations, weeding the unsuitable
resumes/candidates.
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. Poaching means employing a
competent and experienced person already working with another reputed
company in the same or different industry; the organization might be a competitor

11
in the industry. A company can attract talent from another firm by offering
attractive pay packages and other terms and conditions, better than the current
employer of the candidate. But it is seen as an unethical practice and not openly
talked about. Indian software and the retail sector are the sectors facing the most
severe brunt of poaching today. It has become a challenge for human resource
managers to face and tackle poaching, as it weakens the competitive strength of
the firm.

E- Recruitment
Many big organizations use Internet as a source of recruitment. E- recruitment is
the use of technology to assist the recruitment process. They advertise job
vacancies through worldwide web. The job seekers send their applications or
curriculum vitae i.e. CV through e mail using the Internet. Alternatively job
seekers place their CVs in worldwide web, which can be drawn by prospective
employees depending upon their requirements.

Advantages of E-Recruitment are:

1) Low cost.
2) No intermediaries
3) Reduction in time for recruitment.

4) Recruitment of right type of people.

5) Efficiency of recruitment process

12
ORGANISATIONAL STRUCTURE

Department: Credit Card Department Inbound Dept

13
14
1 Human Resources

15
SCB very strongly believes that 'People make the difference'. It believes in
nurturing employee potential through involvement, empowerment and continuous
learning. SCB is one of the world's most international banks in terms of the
diversity of their people. SCBs 75,000 employees, representing 115
nationalities, are exposed to exciting career opportunities as a result of banks
unique global footprint.

SCB incorporates diversity and fair treatment of employees as a

core value.
Below was the survey conducted in the bank by Hr department of
Scb.

It can be seen that almost 80% of the employees are satisfied for
working with the bank.

16
H R Policies & Procedures of SCB - For
Credit Card Department

Recruitment

Recruitment means to estimate the available vacancies and to make suitable

arrangements for their selection and appointment. Recruitment is understood as
the process of searching for and obtaining applicants for the jobs, from among
whom the right people can be selected.

In recruitment, information is collected from interested candidates. For this

different source such as newspaper advertisement, employment
exchanges,internal promotion, etc.are used.
In the recruitment, a pool of eligible and interested candidates is created for
selection of most suitable candidates. Recruitment represents the first contact
that a company makes with potential employees

Sources of Recruitment:-

a) Where applicable, positions will be advertised within the organization

before exploring other external sources like advertisement, agencies, etc.

17
 One of the main source of recruitment used now a days is through
referrals given by the company employees. Employees are given
Monetary incentives if the referral given by the employee is selected for
the the job. Higher the post, More the monetary incentive is given.

b) Even after that, if the position is still Vacant, Ads are given in newspapers
stating the details of the post vacant & the minimum required eligibility
criteria.The banks also has a tie up with Manpower Services

Consultancy --- A consultancy firm for short listing the candidates for
interview. Ads are given in newspapers, walk- in interviews are
conducted.

c) SCB posts its vacancies through various Job Portals such as Naukri.com,
Indiajobs.com, Monsterjobs.com, and Timesjob.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

Interview Process:

18
 All short listed candidates are requested to fill in the Application
Form prior to the interview. The company officials carry out two rounds of
interviews. The first round is held by an officer from the dept. 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. The second round of interview is taken over by dept. head & HR dept.
head that again fill up the same assessment form filled in during the 1 st round of
interview.

After conducting the two rounds of interviews the candidate most

suitable is selected and an appointment letter is sent to the candidate. The
candidate is required to sign the appointment letter suggesting a date of joining
the company. If the candidate does not accept the appointment then the
candidate who was second best would be approached for appointment. The
company also receives applications for jobs on a day-to-day basis, these
applications are also considered while filling in vacancies and the process of
interview and appointment is carried out.

19
 Performance Appraisals

scb is a performance driven organization. Super achievers move up the career

ladder, effortlessly.

The employee performance appraisals are conducted every 6 months. Each

Employee is given an appraisal form to fill up every 6 months.

The appraisal form is divided into 4 sections. 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. Has to be filled by
the employee

Weightage: The employee has to score himself depending on the

objectives he has completed. The scores are out of 50.

Actual Achievements: This is the actual list of objectives that are

completed by the employee from the given list of objectives. This has to
be filled by the employee.

Remarks: This section has to be filled by the appraiser. 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.

20
The Completed forms are then submitted to the respective Appraiser. The
appraiser is the authority to whom the employee reports. The appraiser after
assessing the appraisal form will have a one on one session with the employee.
One on one session is very interactive. In this session the employee has to justify
the score he has allocated to himself. The employee can also put forward his
ideas, and discuss issues in this session. The appraiser will provide then give his
feedback to the employee. After this whole session the employee will receive his
final overall performance rating.

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

At SCB, standard training is an inherent element of their support system . Some

of their training and support initiative are as:

21
.
Basic Training and Induction: Independence of work experience, 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.
Advance Training: Once employees have settled down as a professional the
company will continuously upgrade capability and knowledge through
sophisticated training program, fit for this dynamic world of financial products and
markets.

Development refers to those learning opportunities designed to help employees

grow. Development is not primarily skill-oriented. Instead, it provides general
knowledge and attitudes, which will be helpful to employees in higher positions.
Efforts towards development often depend on personal drive and ambition.
Development activities, such as those supplied by management development
programmes, are generally voluntary

Methods and Techniques of Training:

On-the-Job Method (OJT):

Majority of industrial training is on the job training type. OJT method is mainly
adopted while orienting new employees, introducing innovations in products &
services and in special skills training. OJT is conducted at the work site and in
the context of the job. Often, it is informal, as when an experienced worker shows
a trainee how to perform the job tasks.
Off-the-Job Training Method:
Off-the-job training is mainly adopted for orienting new employees, introducing

22
innovations in products and services, special skills training, safety education,
creative, technical & professional education and sales, administrative,
supervisory and managerial education. 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. This method can be made effective when combined with other means
of training.
b) Audio-Visuals:
These include television slides, overheads, video-types, films and LCD
Projectors.
c) Programmed Instruction (PI):
Training is offered without the intervention of the trainer. Information is provided
to the trainee in blocks, either in a book form or through a teaching machine. PI
involves:
1. Presenting questions, facts, or problems to the learner.
2. Allowing the person to respond.
3. Providing feedback on the accuracy of his or her answers.
4. If the answers are correct, the learner proceeds to the next block.
d) Simulations:
A simulator is any kind of equipment or technique that duplicates as nearly as
possible the actual conditions encountered on the job. It is an attempt to create a
realistic decision making environment for the trainee. The advantage of
simulation is the opportunity to create an environment similar to real situations
the managers incur, but without the high costs involved should the actions prove
undesirable.

23
 Other HR Practices

Mandatory off (MO)- 30 days per calendar year. (January to December).

Employee has to take minimum 15 MOs till the end of every 6 months,
that is till the end of june, next 15 MOs till the December End.

Travelling incentives:- 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.

24
 During the festivals the employees decorate the organization and then sweets
are also distributed to them.
On-line Human Resource Management System, 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.

It has been seen that there has been too much of

work load recently results into stress. Scb should
come up with stress management activities.

Refreshers Training & updates regarding the

products must be given to each employee so that
they can get the proper knowledge of the products.

Front end should be there to deal with walk in

customers.

25
Questionnaire

1. Could you please tell me, the organization structure of the company?

2. Could you please tell me, the products / services offered by the
company?

3. Could you tell me, how does the company plan for human resources?

4. Could you please tell me, which process and methods does the
company use for recruitment & selection?

5. Could you please tell me, the training process and method used by the
company?

6. Could you please tell me, the performance appraisal / management

process and policies?

7. Could you please tell me, what are the employee benefit programs in
the company?

8. Could you please tell me, a few challenges you face in handling human
resource in the company?

26