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HSBC

HONGKONG SHANGHAI

BANKING CORPORATION

We are the world's local bank.

Headquartered in London 8,000 offices in 87 countries

220,000 shareholders in 124

countries

100 million customers through fourcustomer groups and global

businesses: (1) Personal Financial

Services; (2) Commercial Banking;

(3) Global Banking and Markets;

and(4) Private Banking.

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JOB POSITION

BUSINESSINTELLIGENCEASSOCIATE

The job holdersupportsbusiness andoperationalunits of the bankthrough

the development of timely,relevant and actionable MIthat will allow users toformulate andachievebusiness goals.

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ORIENTATION

PROGRAM

2 PARTS1. OVERALL ORIENTATION

2. JOB-SPECIFICORIENTATION

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PRACTICES AND PROCEDURES

1. Hours of work and attendance

2. Payroll periods

3. Rates of pay

4. Overtime rules

5. Training or introductory employment period

6. Benefits

7. Advancement or promotion opportunities and procedures

8. Employee suggestion plan

9. Parking arrangements

10. Union-related information if this person will be in a

represented group

OVERALL

ORIENTATION

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JOB-SPECIFIC

ORIENTATION

1. Welcome

1. Introduce new employee to the team members

2. Processing-In

1. Discussing the job2. To whom will the new employee will report.

3. Meet with Manager

1. The manager will explain policies to the new

employee.

4. Organize a Team Meeting

1. The VP will gather the team for an update meeting.

2. Then let the new employee get to know the team.

5. Attachment

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6. Training:1. External Training

1. SAS training

2. Internal Training

1. Hub Query Training

2. Advanced MS Excel Training

3. Basic B.O Query Training

4. Overview of the Products and Business of HSBC

3. Online Learning

1. AMLA and Compliance Training

2. Anti-Corruption Training

JOB-SPECIFIC

ORIENTATION

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CONTRIBUTION TO

SOCIALIZATION

touches the 3-phases

1. anticipatory socialization

1. the new employee interacts with the heads of the department.

2. encounter phase

1. team meeting and attachment, the employee begins to feel and

experience what the job really is.

3. settling-in phase

1. will give the new employee the potential career opportunities

2. resolve work conflicts and social relationships with the internalcustomers and colleagues.

With these phases the new employee can be more

motivated, happier and more satisfied with the job.

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DEVELOPMENT PLAN

1. Focus

1. Future trainings to enhance abilities

2. Job rotation/ assignments/ reliever1. Preparation for changes of tasks

2. Learning different tasks and responsibilities

3. Doing tasks of other colleagues if they are on leave

3. Job enlargement

1. Additional task from the current task that will lead to

promotions

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4. Use of work experiencesMore knowledgeable on the job the employee ishandling

5. Internal Mentoring ProgramsManagement trainings, Young leadership developmentprograms (2 years with possible promotion)

6. Formal Education

MBA, Certificates, Licenses

DEVELOPMENT PLAN

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