What is SHRM

• Strategic human resource management

(SHRM) is a complex process which is
constantly evolving and being studied and
discussed by various researchers.

• SHRM can be described as “the

key to improved business
performance”.
 Strategic HRM and RBS
strategy

• In RBS, employees are considered as the

biggest asset.
• The knowledge, skills and abilities have to be
deployed and used to the maximum effect if
RBS has to create value.
• The intangible value of RBS which lies in the
people it employs is gaining recognition.
 RBS Group: Ambition & Strategic Focus
Long-term Strategic Ambition:
Be a top five Europe-based banks by market capitalization within the next ten years
Financial Ambition:
Be in top five in a selected peer group in terms of total return to shareholders (TRS) at the end of every 4-yr cycle
Financial Target:
Provide average Return on Equity (RoE) of 20% over the period 2005 – 2008

 Our Strategic Focus: The “Sweet Spot” clients that provide us :

 Greatest Competitive Advantage
 Highest Profitability

Product innovation Top Multi- Product innovation

Private National
Clients Corporations

Sweet spot Private Clients Mid-Market Sweet

Corps spot
& &
Mass Affluent Financial Institutions

Provide Scale Provide Scale

(Feeder channel) Mass Retail Small Business (Feeder channel)

Consumer Commercial
RBS Asia : Summarised Segment Focus
Commercial Client Segment Consumer Segment

Continue to build scale, extract value from the network

Growth and delivery
and drive towards greater efficiency.

 Further deploy new branches across the Region,

1.  Continue to aggressively acquire 1. expand VGPB International for key segments
Build scale through new clients Continue including mass affluent and NRI and, launch
aggressive client  Further penetrate the Middle expansion of core Malaysia VGPB
acquisition Market and SME sub-segments business
 Islamic Banking
 Strengthen Financial Institution
business  Pakistan: Integrate Prime Bank
2. 2. Continue the alignment and convergence of IT
 Continue to aggressively focus on platforms
Cross Sell & Network improving product cross sell ratio Converge IT - Improve speed to market & practice sharing
Value platforms - Improve client engagement & experience
 Extract additional value from the
global network
- Reduce costs in implementation &
maintenance

3. 3.
 Enhanced focus on capital  Continue process redesign and re
Develop management Develop
engineering effort to reduce cost to serve
operational operational
excellence  Develop differentiated yet excellence and improve client experience
standardized delivery models for each
sub-segment (standardization to  Centralisation and offshoring opportunities
deliver efficiencies)
 Training & Development

• As RBS, training is a partnership between the employee and

the Bank.
• The Bank provides a framework within which the employee
can identify the training and development needs.
• Such training provides a consistent standard of management
learning throughout RBS .
• It also enables the employees to take all of the programs or
study for individual modules according to their particular
development needs.
 Types of Training &
Development

• Product Training
• Skill Training
• On-job Training
• Self-learning
• Specific Competency
Training
 Learning & Development
RBS recognizes that it is essential that they have the best people equipped
with the right skills and knowledge to perform their roles to the highest
standards.
In-House Training
Calendar
Contd…
 GOLD - Global On-line
Learning &
Development

GOLD - Global On-line Learning & Development - portal acts as

the central access point for training offerings for RBS employees.
GOLD was developed to supplement instructor-led courses and to
fulfill the learning and development needs of RBS employees. It was
launched in 2005 and currently there are over 16,000 registered
users globally. It offers a range of over 330 FREE e-learning courses
as well as information on instructor-led courses per country, in one
easily accessible location.
 New Hires Induction Program

• The New Hires Induction program is for

full-time employees on their first day of
work. It gives them an introduction of the
bank’s history, statistics and corporate
values. It also presents the banks work-
life balance initiatives and employee
benefits. Emphasizing our focus as an
Employer of Choice.
• The second part of the Induction program
is on Compliance. The participants will
learn about the essential policies and
regulations on compliance issues.
New Hires Orientation Program

• The New Hires Orientation program is a

half-day program conducted bi-monthly
for new employees. It covers an
introduction of various businesses and
the strategic direction of the bank. This
is an excellent opportunity for new
employees to know the bank’s products
and services better, as well as network
with colleagues and department heads
from different businesses.
Other types of Learning & Development
•Essential Management Skills
•Coaching for Performance
•Conducting Performance appraisals
•Influencing, Persuasive &
Empowering Skills
•Success with Presentations
•Power Up Your Business Writing
Skills
•Being a Proactive Thinker in the
Office
•Proactive Time Management
 Recruitment

Recruitment Criteria:
It is the aim of management to recruit young, bright, energetic and
enthusiastic graduates and post graduates.

Selection:
RBS selects employee based on knowledge, skills and talent. They are
committed to providing equality of opportunity to all employees,
regardless of gender, race, nationality, age, disability, ethnic origin, or
marital status.

Employee health, well-being and safety:

RBS Bank believes that the health and well-being of their employees
and their families is important. They are concerned not only about the
physical health of their employees, but also their mental and
emotional well- being. RBS has policies & practices that provide for a
safe and healthy working environment.
 Cont…
Compensation:
At RBS Bank, the compensation
package provided to the
employees can be divided into two
categories. One comprises of the
sales personnel who are
compensated on their ability to
meet their targets. Second is
compensating the executives who
are responsible for the overall
functions of the Bank.
 Reward &
Recognition
• RBS Bank aims to reward the talented and
high performing employees competitively.
• They encourage continuous discussion;
encourage regular review of employees
performance and development. This provides
feedback to the staff about how they are
doing.

Other rewards includes:

• Spot Award + Rs. 5000 as cash prize
• Surprise Award
• Best Performer Award
• Service Quality Award
• YES( Year of Excellent Services) Award
 Performance
Management
• Traditionally, the formal
performance appraisal system
has been viewed as the primary
means for managing employee
performance.
• Performance appraisal is an
administrative duty performed
by managers and primarily the
responsibility of the HR
function.
Thank You