MGT 351 Project Report

About Standard Chartered Standard Chartered PLC

is a multinational financial services company headquartered in London, United Kingdom. This organization has now operating its business in more than seventy countries of the world. It operates a network of over 1,700 branches and outlets (including subsidiaries, associates and joint ventures) and employs around 80,000 people. It is a universal bank and has operations in consumer, corporate and institutional banking and treasury services. Despite its British base, it has only one branch in United Kingdom and around 90% of its profits come from Asia, Africa, and the Middle East. Standard Chartered has its primary listing on the London Stock Exchange and is a constituent of the FTSE100 Index. It has secondary listings on the Hong Kong Stock Exchange and the Indian Stock Exchanges. Its largest shareholder is Temasek Holdings. The name Standard Chartered comes from the two original banks from which it was founded and which merged in 1969 The Chartered Bank of India, Australia and China, and The Standard Bank of British South Africa.

Standard Chartered Bank Bangladesh

Standard Chartered Bank has been operating in Bangladesh for over a hundred years. After the partition of the subcontinent in 1947, Bangladesh became East Pakistan; thereafter SCB started its business in 1948, in the port city of Chittagong. Standard Chartered Bank is doing exceptionally well in Bangladesh. The head office of Standard Chartered Bangladesh is in Gulshan 1. Standard Chartered Bank introduces Automated teller Machine for its consumers first time in Bangladesh. It has high brand equity in the Bangladeshi Banking industry. The workforce of Standard Chartered

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constitutes highly skilled workers with having a good communication skill and knowledge depth.

The Recruitment Process of Standard Chartered Bank

As we have mentioned previously Standard Chartered Bank always recruit the intelligent and smart workers who can lead the organization in the right track in achieving the companys goal. At present the organization has 4 types of recruitment program. They are: Contractual Recruitment Annual Payment International Graduate Program Professional Hire

Usually the Bank officials do not encourage the candidates to submit a hardcopy of their CV. They used to publish the circular into the official website. Here is the web link of SCBs career: http://www.standardchartered.com/careers/graduates/index.html The authority only receives hardcopy of the CV of interns. In choosing the interns Standard Chartered Bank emphasizes on the CGPA of an intern as well as his/her co-curricular experiences. The HR department of Standard Chartered believes that co-curricular activities have a great impact on the team-building capability of a person.

Qualities needed to get recruited in SCB

To get recruited in SCB a candidate must have some basic skills. Like: Communication, Presentation, and Basic Knowledge about the corporate world etc. The HR department also

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notices the behavior and talking style of a candidate to measure whether he/she is suitable for the particular post. According to the HR managers of standard Chartered Bank a candidate should be unique in his/her area of concentration. For example: If a candidate sits for an interview of a post in the sales department then he/she must have a good convincing power and communication skill. On the other hand if someone applies for credit department he/she needs to have the knowledge of Interest rate, banks reserve ratio etc.

Perception about NSU

There is a big pool of NSU graduates among SCBs workforce so it is understandable that NSU graduates are doing well in Standard Chartered Bank. The SCB authority also thinks that NSU people are very good in communication skill. In the corporate sector HR department of SCB ranks communication skill at no. 1. The HR manager Sajjadul Karim mentioned that NSU graduates are tech savvy, thats why they can easily cope up with the newly changed Business environment. Other skills he mentioned about NSUers are: Analytical ability Knowledge Depth Presentation capability

Comparison between graduates from NSU and other Business

Standard Chartered Bank mentioned that the top 3 business schools of Bangladesh are: Institution of Business Administration (IBA), Faculty of Business Administration (DU), and School of business of North South University. In differentiating them, the HR manager said that

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NSU graduates are dominating in presentation and communication. It is tough to overtake them in these 2 skills. On the other hand IBA and DU graduates are better in knowledge depth. They have more information about their area of concentration. Moreover they are better than the NSUers in analytical ability. Mr. Sajjadul Karim also mentioned that other business schools of Bangladesh are also improving. They might throw a challenge for NSU graduates in future. So, his suggestion for NSU students is that they should get themselves well prepared in the recruitment process. NSU students should be ready for the upcoming challenges.

Salary for a Fresh Graduate and an Intern

Usually the fresh graduates are recruited in the International Graduate Program of Standard Chartered Bank. Also, in other departments the authority recruits some fresh graduate. The recruited candidates in the International Graduate Program are considered as provisional employees in the organization. These candidates salary rose from 40,000-50,000 BDT. Standard Chartered Bank also offer internship program for the university students. The salary for the interns is 5,000 BDT. In selecting the interns they receive hardcopies of CV of the candidates as well as the references from the universities. Moreover, internal links are also working effective in doing internship in Standard Chartered Bank.

Conclusion

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In the end, Mr. Sajjadul Karim said that NSU graduates have a high chance to be the king in corporate world. HE wishes all the best to NSU graduates. Also, he mentioned that the HR department is pleased about the performance of NSU people in North South University.

About HSBC
With the increase in the size and complexity of business organization, man has become the most important factor in business. Business needs people as owners, employees, and consumers. Organizations need people to make them operated. An organization is nothing without human resource. Of all the resources, the most important one is human resource, because human beings play a dual role- as resource, as well as a motive force for all other resources by manipulating them, by the way of developing, utilizing, commanding and controlling. So human resource management (HRM) functions include recruitment, selection, training and development, performance appraisal, compensation and industrial relation in an organization.

The HSBC Group is one of the largest banking and financial services organizations in the world, with well-established Businesses in Europe, the Asia-Pacific region, the Americas, the Middle East and Africa. HSBC Holdings plc is incorporated in England, with its head office in London. Although the company started in the year 1889 .The establishment in 1999 of HSBC as a uniform, international brand name ensured that the Group's Corporate symbol has become an increasingly familiar sight across the world. Human Recourse Management is a vital part of any organization. This is even more important for a multinational company like HSBC. They have business all over the world.

HR PRACTICES IN HSBC

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HSBC is the bank where all the employees are monitored under an effective HR department. This department of the organization playing the role of implied authority of HSBC. Internal and external all the situations and considerations related to human is monitored and operated by the HR department. Eventually this bank uses all the basic functions of HR to run the organizations. Among those specifically:

Recruitment Selection Training and development Compensation management HRIS HPWS is practiced
HSBC also applies some strategic HR methods for selecting the most logical and efficient candidates.

HR Activities
HSBC bank has a strong HR culture in the organization, and it is maintained very tactically. As it is said that HSBC practices all the HR basic activities, this bank also offers strategic training sessions for its employees for the growth career. Lets have a glance of the functions that HSBC applies:

International market competitive compensations Personal and organizational benefits and rewards European standard training sessions

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Performance metrics Organizational charts Diverse recruitment process Proficiency development program (PDP) Advanced HRIS (Human Resource Information System) Four Step selection process

Recruitment Process
The selection of external recruits consists of the following steps:

1. CV Submission
Potential candidates interested in joining the bank are required to send their complete curriculum vitae. An acknowledgement of receipt is sent for all submitted applications to the candidate's email.

2.

Application
The Human Resources department evaluates all incoming applications, against

prerequisite abilities and skills set for all current openings. All applications are kept based on strengths and specialization, for future reference.

3. Ability Tests

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Potential candidates will be invited to participate in aptitude tests i.e. numerical, verbal, English and psychometric, when deemed necessary.

4. Capability Based Interviews

To ensure that our recruitment process is fair and consistent, all candidates who are successful at the exams are invited for a capability based interview. Interviews are based against capabilities, required for each position for which the candidate is interviewed for. A capability or competency is an ability described in terms of skills & behaviors that are essential to effectively perform within a job.

5. Reply Letters
At all stages of the process candidates are kept informed of the status of their application with an email reply letter.

6. Job Offer
If a candidate successfully reaches the final stage, a position offering is made in conjunction with a competitive reward package.

Internal selection is done through competency based recruiting, succession process. HSBC uses some external sources for recruitment. These are:

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Internet Off shoring College recruiting Referrals Advertising

Internal recruiting is very high in HSBC. HSBCs training and development activities are very high in quality so the recruiters emphasize to recruit internal capable candidates for the respective post. HSBC also uses HRIS for succession planning. It also a method of the internal recruitment of HSBC.

Selection
HSBC runs Final Selection Centers (FSCs) in a number of key global locations, including London, Chicago, Hong Kong, Mexico and Dubai. If a candidate completes the telephone interview successfully, they will invite to the location most appropriate to them. In Bangladesh face-to-face selection is done in the head HR departments office where the job is described eventually.

The final step to success

The FSC is a two way process. It is a candidates opportunity to meet a number of current IMs (international Managers) and find out as much as possible about their experiences.

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HSBC wants candidates to be able to make an informed decision a candidate should receive an IM offer. The FSC consists of a number of capability based exercises, including:

Face-to-face interview Group exercise Written case study Presentation Role play

There is nothing candidates can do to prepare in advance for the FSC, other than to relax and be you. This is our opportunity to see how candidates perform in a number of different situations, against clearly defined criteria. HSBC also wants to get to know candidates better and understand what drives you towards the IM programme. Head Hunting process is very effective for HSBC. Through this they can easily recruit and select top level managers, though they are offering a very attractive compensation.

Training and Development

HSBC believes our primary competitive advantage comes from our employees. It is their ability to provide a superior customer experience to its customers that sets it apart from other financial services companies. In the ever changing financial services industry, all of us must continuously upgrade our skills and knowledge in order to maintain this competitive advantage.

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HSBCs goal is to attract, retain and motivate the very best, and to do that it supports training, development, and business education through the following:

Internal Training Programs

Seminars, workshops and locally tailor made training on a variety of topics are offered directly by HSBC Training and Development Department at our training centre located at Motijheel.

External Courses
Job related courses, seminars, workshops and conferences developed and presented at HSBC Offices in Asia and also at Group Training and Management Development Centre at Bricketwood, UK.

Distance
Web-based and multimedia self-study programmes available through our Intranet and multimedia Learning Centers located in our HSBC offices. Resident Management Trainee Programme (RMT Programme) The Resident Management Trainee programme (RMT) aims to select a group of high potential executive trainees and provide them training and development opportunities. The RMT

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programme gives potential executives effective and systematic training to acquire an excellent understanding of the commercial operations and business functions. The RMT programme ensures that successful applicants, with the right training, will have the ability and potential to reach the highest level of management within HSBC Bangladesh, and possibly beyond.

European training programme Programme Overview Providing a comprehensive insight into our retail and commercial banking businesses, it is designed to help employees develop the skills and experience you need to embark on a management career with HSBC in your home country through different placements overseas. This training is a part of HSBCs performance management appraising process. Programme Structure In total, the programme lasts approximately 20 months, commencing at the beginning of September 2009, with a two-week local induction course followed by a two-week UK induction course on 14th of September 2009. Following the induction, you will undertake three four-month placements overseas and the last placement is for a six-month period in the home country. 2 weeks Home country induction (Greece) 2 weeks UK induction 14-25 Sept 2009 4 months 1st overseas placement 4 months 2nd overseas placement 1 week UK training

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4 months 3rd overseas placement 6 months Home country placement (Greece)

Typically these placements will take place in Europe, Canada, India, Sri Lanka or the United Arab Emirates. After the programme At the end of the programme, a candidate is ready to take up a management position with HSBC in his/her home country. Performance Management HSBC has a strong HR culture in their organization. Being a multinational company (MNC) it has their own way of daily evaluation. Through different formats of evaluation they measure their employees performance. Participant diary and observation these two methods are applied for evaluation. After evaluation using some metrics comes out the performance appraisal of employees. Then it is decided whether the employee need more training sessions or developments. Succession is a very common practice in HSBC. It helps to reduce cost as well as determine the employee performances that are being ready for the expected post.

BENEFITS AND REWARDS HSBC continually evaluates and reviews its employee benefits to ensure that benefits are competitive and in line with its employees needs and to manage their diverse life. Rewards Salaries

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Market competitive remuneration package subject to annual review where individual performance is recognized. Performance Bonus Market competitive annual bonus based on results and individual performance. Incentive Schemes Market competitive incentive schemes in specific business areas. Share save Employees are entitled to buy HSBC shares at a 20 per cent discount on the market price. Achievement Shares HSBC shares may be granted annually, depending on position and individual performance. Benefits

Private pension plan Private medical plan for employees and dependents Life and accident insurance Medical check ups Banking products with preferential pricing Nursery and summer camp allowances Bank car, parking space and allowances, depending on position Eid children party, annual employee party etc Market competitive remuneration package and annual cash bonuses.

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Health plan and routine medical allowance including optical and dental treatment. Short and long-term disability coverage, as well as life insurance. Paid leave for marriage, maternity, sickness and vacation. Staff banking privileges, including special interest rates for car loans, sundry loans and home loans.

An active Sports and Social Club. Development opportunities and career support. Retirement benefits.

Human resource department is a basic part of business now days. So to run a business this department has a lot of activities to do. HSBCs HR department is the department from where the organization is actually monitored and controlled over time. In India HSBC is operating for 150 years and have grown significantly. So after all the details it is clear that to run an organization effectively and efficiently it must have to do some HR jobs. Coz the resource of an organization helps it to grow. And the effective use of the resource makes the organization to reach up to its expectations and objectives. Human resource is considered as the most important resource of business and to use this asset HRM has no alternatives. As for saying HSBC, it uses its most important resource by developing and satisfying every need of the employees which helps a lot to increase the OCBs (organizational citizenship behavior) positivity.

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