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WELCOMETO

OURPRESENTATION

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Human Resource Management Functions of Standard Chartered Bank

- by Bees Squad

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BEESSQUAD

Suraiya RahmanID# 239 Farzana

YeasminID# 242

Kazi Jannatul FerdousID# 244

Hosne Ara NazneenID# 248 Hariha

RahmanID# 249

Tanzina Rahman KashfiID# 414

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ORGANIZATIONOVERVIEW

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SCB at a glance

• The oldest & largest foreign bank in Bangladesh

• Establish in 1905; but founded in Bangladesh in 1948

• 26 branches & booths ; 83 ATM’s all over the country

• Only bank that never closed its doors over 110 years of banking operation in the country

• Employing over 2000 people• Leader & pioneer in retail banking

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Visiono To be the most

efficient financial intermediary in the country

Missiono To consistently held the

customer make intelligent financial choices

o To be the preferred provider of the highest quality services in the chosen business areas

o To be a workforce of choice

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Objectiveso To ensure high return on

investmento To remain as the market

leadero To play a significant role in

the economic growth of this countryStrategies

o Promotional activitieso Offering a very wide range of

innovative productso Introducing more convenient

& comfortable means of banking

o Providing free gifts to customer who make more use of SCB’s products & services

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Maintenance1) Controlling

Acquisition1) Human resource

planning2) Job analysis3) Requirement4) Orientation

Development1) Training2) Employee

development

Motivation1) Compensation2) Benefit3) Performance

appraisal

- Human resource Functions

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Human resourcing process of

Standard Chartered Bank

Recruitment & selection

Orientation & training

Assigning duties

Career development

Compensation & benefits

Performance Measure

High performance

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Human resource planning & forecasting

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Human resource planning process

Step-1

Assess Human

resources

Step-2

DemandForecasti

ng

Step-3

SupplyForecasti

ng

Step-4

Conduct aGap

Analysis

Step-5

TakeActionPlan

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Planning process of SCB

Organization

Strategy

HR design-shaping

For success

Assessing organization'sCompetencies

Assessing the need of people

Invest to develop organization

Work force planning

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Forecasting process of SCB

Gap analysis

Assessing demand & supply

Strategy of organization

Scenario

planning

HR plans

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Job analysis

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Job analysis process

Maintaining & updating job description & job specifications

Information collection

Analyze the job

Verify the job analysis information

Develop job description & job specification

Select representative positions

Review background information

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Methods of job analysis in SCB

• Individual interview method

• Observation method

• Structured questionnaire methods

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Recruitment &

orientation

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Recruitment process of SCB

Manager notifies of vacancy

HR receives bids from interested applicants

Call for test and interview

Filling position

List of candidates

given by Human Resources to

Managers

HR department posts hob opening

HR department screens

candidates

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SCB’s Strategies of recruitment

• Recruit great people• Set them clear

objectives that play to their strengths

• Provide great development to build on their strengths

• Recognize & reward exceptional performance

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Recruitment budget

20%-25% of total budget

Types of recruitment1) External recruitment

• Job advertisement• Job watch• SCB global career website

2) Internal job recruitment• Employee referral• SCB global career website

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Selection process of SCB

Initial screening

Comprehensive interviewDecision making

Employment test

Background investigation

Completing theApplication form

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orientation

A 2-day comprehensive orientation

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Training&

development

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Training design process of SCB

Ensuring transfer of training

TrainingMethod

Evaluation Plan

Monitor andevaluation

Conducting Training need

assessment

Creating Learning Environment

Ensuring employees readiness for

training

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Types of training in SCB

Orientation Training Product and Operational process Training Skill Training On – job training and off the job training Specific competency training E-learning Performance related training

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Some training programs in SCB

Go Green campaign Training on Forex transaction Rok n Rol training SPORT training Financial control policy Operational risk management Group Compliance Training

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Compensation&

benefits

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Process of determining employee benefits

CBA

Job evaluation

Pay policy identification

Job analysis

Wage & salary

surveys

Government rules & regulations

Wage & salary structure

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Compensation & benefits of SCB

Grades/Brand Position Salary(BDT)Temporary/Sales Temporary/

Contractual 6000-15000 + commissions

9 All officers/new entries

27000-30000

8 Sr. officer/ Asst. manager

35000-60000

7 All managers 54000-800006 to 5 Sr. managers 80000-200000

4 Head of department

200000-270000

3 Country head Not mentioned

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Benefits Group insurance: taka 5 lac. (If the employee is dead).Full medical support. Provided by LABAID under ALICO medical policy.House rent:Level/brand 9-8 – taka 10000.Level/brand 7 and above -15000 to 30000.Provident fund: after passing 5 year in this bank employee will get these benefits.Employee will contribute 5% and Bank will contribute 5%.Gratuity: current gross salary multiplied by number of service year. The total amount will be given to employee.Increment: based on performance. (10%-25%).Staff loan: employee can get loan at 3% interest rate.

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Compensation the sales force/temporary employees:

Clearly define goals that are realistic but challenging.Measuring performance against goals.Rewarding achievement with competitive and motivational compensation packages.

Executives and officers compensation:

Basic salary.Annual incentives.Bonus and benefits.

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Performance evaluation

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SCB’s Five w’s of performance measurement

Who What Why When Where

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Objectives of performance evaluation

• Review performance• Training need assessment• Promotion

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Performance measurement criteria of SCB

• Strategic congruence

• Validity• Reliability• specific

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Control

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Employee relations

Managerial prerogatives for recruitment, talent management, performance management and discipline are non-negotiable.

Organization will follow the legal standards and regulations in the countries that they operate in.

Organization will encourage a performance culture designed to recognize individual performance. Superior performance will be rewarded differentially.

Organization will focus on driving employee engagement at all levels thus creating an environment which encourages open two-way communication.

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Employee engagement

Creating a working environment where employees can apply their individual talents

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Employee discipline

Minor conduct or performance issues dealt with informal disciplinary procedures

Gross misconduct & gross incompetence may warrant summary dismissal or otherwise suspension pending inquiry

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Findings of the study Organization hires qualified employees and for their

contribution organization provides a good compensation benefits and to develop them organization arrange training program.

Employees are satisfied with their job and compensation packages.

They like to grow their career with this organization and they are motivated to work for this organization.

They are satisfied with organization’s personnel development process.

They are satisfied with job so that they work with full of energy and they serve quality service.

Their urge influences them to work for this organization. Organization provides best compensation to them. Organization’s HR practices are effectively influence employees

best output. Organization maintains good relationship with the employee.

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Any query…..???

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- Good bye…!!!

Have a nice day………!!!!!