The document discusses various aspects of human resource planning and recruitment processes at Citibank. It covers identifying business needs, conducting job analyses and feasibility assessments, recruitment stages including screening candidates, interviews and assessments. It also discusses headhunting processes, competencies for candidates, performance management including scorecards, training and development programs, succession planning and employee benefits.

2. Planning for HR needs will help to ensure your employees have the
skills and competencies your business needs to succeed.An HR plan
works hand in hand with business plan to determine the resources
we need to achieve the business’s goals.
The following three-step method is designed to help you determine
whether or not you are ready to hire:
 1. Identify Business Strategy and Needs
 2. Conduct a JobAnalysis andWrite a Job Description
 3. Determine the Feasibility of Hiring

3. If you decide that you need additional employees to fulfill your
business strategy, it is recommended that you conduct a four-step
job analysis:
1. Review your current workforce.
2. Identify any skills and knowledge gaps.
3.Write a Job Description
4. Set anAppropriate Salary

4.  Stage 1- CV Submission
 Stage 2- Application Submission by shortlisted candidates
 Stage 3- First Level Interviews
 Stage 4- Case Study Based Group Discussions (Business
Specific)
 Stage 5- Final Interview

5. Headhunting (also known as Executive Search)
This is the most pro-active method of recruitment; this approach
targets the very best candidates, who are usually happy in their
current positions and therefore do not read job advertisements.
Candidates who are approached using this method need to be sold
the position on offer but it also has to be the right career move for
them. Naturally, the positions offered to potential candidates need
to be of the highest caliber, and the overall process needs to reflect
the utmost confidentiality of all parties.

6.  Information Gathering – Defining the recruitment brief,
organisation culture and business drivers.Agree fees and timescales.
 Research – Locating suitable candidates within relevant
organisations.
 Targeting – Making first candidate approaches based on research
findings.
 Pre-Selection – Face to Face candidate interview and assessment.
 Recommend Shortlist – Client review meeting to finalise and
accept the shortlist.
 Client Interviews.
 Interview De-brief.
 Offers or Rejections.
 Successful candidates commence employment.
HEADHUNTING PROCESS STEPS:

7. The Candidates should also demonstrate a high level of the
following competencies:
 Intellectual Capacity
 Achievement Orientation
 Leadership Capabilities
 Personal/ Interpersonal Skills
 Functional Knowledge
 Strategic Orientation
 Innovation
 Adaptability & Flexibility
 Problem Solving

8. Citibank introduced a Performance Scorecard Score card.
The implemented performance scorecard specifies goals and
measures manager’s performance in 6 areas:
 Financial measures
 Strategy implementation
 Customer satisfaction
 Control measures
 People
 Standards

9.  Main target of our organization is the continuous training of our staff, with
significant training & development programs for each job:
 On-line evaluation of performance & Goal setting
 Continuous on-lineTraining andWebex Conferences in banking & principles of
management
 InductionTraining
 Supervisors Development Academies
 Continuous certifications in bank products
 Trainings with specialized Citi executives from abroad
 Talent & succession planning
 Mentoring & Coaching
 Management Associate Programs
 Knowing CITI
 Personal meetings with HR
 Participation in cross functional development projects
 Participation in Conferences

10.  Enhance ShareholderValue through the Practice of Responsible
Finance
 Facilitate Competitiveness to Attract and Retain the BestTalent
 Promote Meritocracy by Recognizing Employee Contributions
 Manage RiskThrough Sound Incentive Compensation Practices
 Provide Strong, Independent Oversight of Compensation
Practices
 Provide forTransparency to Employees, Shareholders, and
Other Stakeholders

11.  Citi is committed to the continuous professional
development of all its employees.
 Wherever possible Citi will provide you with opportunities for
career development to enable you to continue to enhance your
skills and knowledge.
 These opportunities will help you make the most effective
contribution in your present position and will enable you to
qualify for consideration for appropriate promotion
opportunities.
 Training is available in the form of formal tutor-led courses,
coaching, team offsites and multimedia products.A full
curriculum in banking/technical skills, management development
and personal business skills are offered.

12.  Succession planning is a process for identifying and
developing internal people with the potential to fill key
business leadership positions in the company. Succession
planning increases the availability of experienced and capable
employees that are prepared to assume these roles as they
become available.
 Citi looks for the following attributes
Trust and integrity
Looking after the team

13.  Citi AtWork is an Employee Benefits Program that looks after
the financial needs of busy professionals, providing them with the
opportunity to enjoy a full suite of banking privileges, the
convenience of easy reach to world-class financial products and
key to a wealth of financial knowledge at the workplace.
 Citi AtWork looks after the financial and welfare needs
of employees by providing :
 The opportunity to enjoy a suite of exclusive banking privileges
directly from Citibank.
 The means to improve financial and professional knowledge
 The convenience of easy access to world-class financial products
and services