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Ocbc bank case study week 1

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Ocbc bank case study week 1

  1. 1. CASE STUDY 1 OCBC Bank Case Study Sharon Stevens OMM618: Human Resources Management Dr. Maja Zelihic
  2. 2. CASE STUDY 2 The OCBC Bank group of businesses comprises a family of companies owned by Singapore’s longest-established local bank. OCBC Bank is the longest established Singapore bank, formed in 1932 from the merger of three local banks, the oldest of which was founded in 1912. Since the time of its founders, they have always understood the financial needs of our customers and developed financial solutions that meet their needs (OCBC Group, 2015). Management and Development OCBC’s unique approach to talent management and development is to line up their employees business goals with the way an employee learn. This is how OCBC helps their employee to succeed in building a career with company. OCBC works closely with its employee to take charge of their own career through a program that the company has “Career Best” that was started in 2002. Through the program employee and managers are able to evaluate the employee’s strength and their career goal and through this employer is able to find what would be a fit for the employee’s talents and the company needs. OCBC offers a structured development program that takes three years, it provides management a roadmap for each employee during their first 3 years of service. Through this program employees are able to improve their skills while on the job and they are encourage to pursue opportunities throughout OCBC Group. Compare the Talent The approach that OCBC takes is somewhat like G4S, when it comes to development of its employees management is encourage to always try and look for someone who you feel that is capable of taken your place if your were to move on from your position. By mentoring the
  3. 3. CASE STUDY 3 employee you wish to take your place you are sure to not have a break in service. The company offers 3 weeks of paid training and each year there will be refresher training, staff development is a big key to G4S training and cross training is what keeps the company moving forward. Each year staff is given a Performance Evaluation Plan which is used to evaluate employee’s progress in the company or areas that they need to work on. OCBC’s approach to talent management and employee development been a primary contributing factor to the firm’s success. OCBC has rolled out initiatives that is credited to HR which have strengthened internal communications, identified and cultivated promising leaders and promoted work-life balance (Yahya, 2013). As well as success programs such as Future Leaders Program, and another initiative the Executive Development Program. OCBC approach fits many other organizations because they not only take care of their customers they take care of their employee. Their approach to monitoring new employees for the first three years ensures that the staff will stay. When a company fosters it employee it gives them a reason to want to stay and work towards a place in the organization. When it comes to limitation I really don’t see there being a limitation, I like the idea that of evaluation and mentoring approach is the right approach.
  4. 4. CASE STUDY 4 Works Cited OCBC Group. (2015). Overview. Retrieved from OCBC: http://www.ocbc.com/group/who-we- are/Group-Business.html Pandey, S. S. (2012, October 12). Putting the 'person' in personnel. Retrieved from Hrmasia: http://www.hrmasia.com/content/putting-person-personnel Yahya, Y. (2013, June 13). OCBC Staff Stay Longer Thanks To HR Initiatives. Retrieved from St Jobs: http://www.stjobs.sg/career-resources/training-and-development/ocbc-staff-stay- longer-thanks-to-hr-initiatives/a/121552 OMM618: Human Resources Management OMM618: Human Resources Management OMM618: Human Resources Management OMM618: Human Resources Management OMM618: Human Resources Management

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