The document summarizes an internship at HSBC Düsseldorf. HSBC originated in Hong Kong and London and has a strong presence in emerging markets. The Düsseldorf office focuses on corporate and wealth management clients, with a smaller presence than other German banks. The intern supports relationship managers by creating customer profiles, processing payments and deposits, and answering client questions. While the internship provided exposure to a reputable global bank, it grew repetitive and lacked opportunities to work in other departments as initially suggested.
Diverseo Presentation @ 8th Annual Global Diversity & Inclusion Seminar Barcelona.
Brain Bias Training, Big Data & Technology. Moving Diversity Management to the next stage
Diverseo Presentation @ 8th Annual Global Diversity & Inclusion Seminar Barcelona.
Brain Bias Training, Big Data & Technology. Moving Diversity Management to the next stage
An investigator’s job is to come to an unbiased conclusion about something that has occurred. But if the investigator is impacted by unconscious biases, staying impartial can be challenging. It’s important, therefore, for anyone conducting investigations to recognize the potential for bias and work towards eliminating it. The more we understand our own biases, and the vulnerability we all have to be influenced by cognitive biases, the more we can do to prevent these biases from impacting our decision making.Join Amy Oppenheimer, attorney, author and leading expert on workplace investigations, teaches investigators to conduct impartial investigations that aren’t affected by unconscious biases or the influence of external forces. Webinar attendees will learn:
To identify the different forms of unconscious bias
The impact that bias can have on an investigation
How to recognize the signs of unconscious bias
What the Implicit Association Test (IAT) can teach us about unconscious bias
What studies have taught us about bias in different segments, such as law and education
What confirmation bias is and how to avoid it
Women who take mid-career breaks struggle to get back into the workforce. However, companies in India are actively pursuing gender diversity initiatives. It is essential for women to be aware of such opportunities and invest in training themselves to make the best of the opportunities. SoaringEagles is an innovative talent development organisation with a range of training programmes and personalised career counselling services. For more details visit www.soaringeagles.in.
There’s heaps of fascinating research about the many behavioral biases we are all subject to as individuals.
These include remarkable optical distortions and the way we miss the obvious when we are concentrating on something else. We have a tendency to overestimate ourselves - most famously 90% of drivers assess themselves as above average in ability. We have an attachment to what we already own - how come we won’t buy concert tickets from scalpers at an inflated price, and simultaneously won’t sell tickets we own at face value? We also tend to overweigh risks, even against the chance of regret rather than actual loss.
It’s no surprise then that group decisions are even more flawed.
So how can we overcome biased decision making?
Here are some biases that we often see, followed by some techniques we use to overcome them. We have found that by applying these techniques companies can make better decisions, which in turn increases their resource reallocation and creates more profitable growth.
New & Next Webinar Series | Unconscious Bias: Leveraging Differences to Colla...Converge Consulting
Unbiasing has been a topic of discussion at Google for many years. The people analytics team in Google’s human resources department have shared insights on their journey to understand how decisions are made at work and how inclusive organizational cultures are built and sustained.
Julie Staggs, managing principal at Korn Ferry, discusses how to leverage the differences that make a difference and encourage collaboration through awareness of unconscious bias and its role on your campus.
Breaking the Code of Interview Implicit Bias to Value Different Gender Compet...Deanna Kosaraju
Breaking the Code of Interview Implicit Bias to Value Different Gender Competencies
Bonita Banducci, Banducci Consulting
Live at Santa Clara University - Room #330C located on the 3rd floor of the Learning Commons
Voices 2015 - www.globaltechwomen.com
Session Length: 1 hour
Implicit Bias Workshops and exercises are being shared widely on the internet. Some of the solutions are:
"Determine precisely what skills and attributes you are hiring for."
"Ask exactly the same questions to each candidate."
But what about the implicit bias in determining what skills you are valuing--beyond traditional management and leadership competencies?
How can interviewers recognize the often invisible, unarticulated, undervalued and often misinterpreted competencies of more "relational and collectivist" people--often women and men and women from different cultures?
Bonita Banducci teaches Gender and Engineering class in Santa Clara University's School of Engineering Graduate Program. In video and cartoon representation as well as in person, her students apply Gender Competence®--understanding and skills to work with gender (and cultural) differences as competencies--to job interviews both as the interviewer and the interviewee, as men and women. They show how to "mine the gold" of difference for the best candidate AND to get the job as the best candidate while establishing the value of relational competencies in the workplace and marketplace.
from talk to walk’Capita Talent Consulting combines its
resourcing and diversity expertise to provide practical recommendations on the steps to take and the
obstacles to overcome in the pursuit of more diverse candidate pools and resulting hires (internally
and externally). Themes include: • Addressing the challenge of unconscious bias – yours, agencies and
hiring managers • Reconciling speed vs. diversity of hires and managing stakeholder expectations • The
mutual benefits of monitoring and reporting diversity of outcomes • How more inclusive on-boarding can
improve and embed results
The course “Consultant Behaviour” was offered to Master’s students following the Master in Management from ESCP Business School as part of the specialization “Consulting dynamics and practices”. It aims at providing, through a transversal approach, a deep knowledge of the Consulting practice and the different aspects of the consulting work.
The last session concludes the course with the behavioural aspects of the consultant profession including the posture a consultant should take depending on its company, the importance of ethics and a few tips on time management.
Presentation at Agile Australia 2012: Agile and Lean methods are not just for developers! This case study will show the how an IBM Sales team is using Agile and Lean methods and tools to manage their workflow, work load, and work prioritisation; while making reporting and real-time dashboards a reality for sales management. Included in this case study will be the movement to self-organising teams and team prioritisation sessions.
The course “Consultant Behaviour” was offered to Master’s students following the Master in Management from ESCP Business School as part of the specialization “Consulting dynamics and practices”. It aims at providing, through a transversal approach, a deep knowledge of the Consulting practice and the different aspects of the consulting work.
The last session concludes the course with the behavioural aspects of the consultant profession including the posture a consultant should take depending on its company, the importance of ethics and a few tips on time management.
An investigator’s job is to come to an unbiased conclusion about something that has occurred. But if the investigator is impacted by unconscious biases, staying impartial can be challenging. It’s important, therefore, for anyone conducting investigations to recognize the potential for bias and work towards eliminating it. The more we understand our own biases, and the vulnerability we all have to be influenced by cognitive biases, the more we can do to prevent these biases from impacting our decision making.Join Amy Oppenheimer, attorney, author and leading expert on workplace investigations, teaches investigators to conduct impartial investigations that aren’t affected by unconscious biases or the influence of external forces. Webinar attendees will learn:
To identify the different forms of unconscious bias
The impact that bias can have on an investigation
How to recognize the signs of unconscious bias
What the Implicit Association Test (IAT) can teach us about unconscious bias
What studies have taught us about bias in different segments, such as law and education
What confirmation bias is and how to avoid it
Women who take mid-career breaks struggle to get back into the workforce. However, companies in India are actively pursuing gender diversity initiatives. It is essential for women to be aware of such opportunities and invest in training themselves to make the best of the opportunities. SoaringEagles is an innovative talent development organisation with a range of training programmes and personalised career counselling services. For more details visit www.soaringeagles.in.
There’s heaps of fascinating research about the many behavioral biases we are all subject to as individuals.
These include remarkable optical distortions and the way we miss the obvious when we are concentrating on something else. We have a tendency to overestimate ourselves - most famously 90% of drivers assess themselves as above average in ability. We have an attachment to what we already own - how come we won’t buy concert tickets from scalpers at an inflated price, and simultaneously won’t sell tickets we own at face value? We also tend to overweigh risks, even against the chance of regret rather than actual loss.
It’s no surprise then that group decisions are even more flawed.
So how can we overcome biased decision making?
Here are some biases that we often see, followed by some techniques we use to overcome them. We have found that by applying these techniques companies can make better decisions, which in turn increases their resource reallocation and creates more profitable growth.
New & Next Webinar Series | Unconscious Bias: Leveraging Differences to Colla...Converge Consulting
Unbiasing has been a topic of discussion at Google for many years. The people analytics team in Google’s human resources department have shared insights on their journey to understand how decisions are made at work and how inclusive organizational cultures are built and sustained.
Julie Staggs, managing principal at Korn Ferry, discusses how to leverage the differences that make a difference and encourage collaboration through awareness of unconscious bias and its role on your campus.
Breaking the Code of Interview Implicit Bias to Value Different Gender Compet...Deanna Kosaraju
Breaking the Code of Interview Implicit Bias to Value Different Gender Competencies
Bonita Banducci, Banducci Consulting
Live at Santa Clara University - Room #330C located on the 3rd floor of the Learning Commons
Voices 2015 - www.globaltechwomen.com
Session Length: 1 hour
Implicit Bias Workshops and exercises are being shared widely on the internet. Some of the solutions are:
"Determine precisely what skills and attributes you are hiring for."
"Ask exactly the same questions to each candidate."
But what about the implicit bias in determining what skills you are valuing--beyond traditional management and leadership competencies?
How can interviewers recognize the often invisible, unarticulated, undervalued and often misinterpreted competencies of more "relational and collectivist" people--often women and men and women from different cultures?
Bonita Banducci teaches Gender and Engineering class in Santa Clara University's School of Engineering Graduate Program. In video and cartoon representation as well as in person, her students apply Gender Competence®--understanding and skills to work with gender (and cultural) differences as competencies--to job interviews both as the interviewer and the interviewee, as men and women. They show how to "mine the gold" of difference for the best candidate AND to get the job as the best candidate while establishing the value of relational competencies in the workplace and marketplace.
from talk to walk’Capita Talent Consulting combines its
resourcing and diversity expertise to provide practical recommendations on the steps to take and the
obstacles to overcome in the pursuit of more diverse candidate pools and resulting hires (internally
and externally). Themes include: • Addressing the challenge of unconscious bias – yours, agencies and
hiring managers • Reconciling speed vs. diversity of hires and managing stakeholder expectations • The
mutual benefits of monitoring and reporting diversity of outcomes • How more inclusive on-boarding can
improve and embed results
The course “Consultant Behaviour” was offered to Master’s students following the Master in Management from ESCP Business School as part of the specialization “Consulting dynamics and practices”. It aims at providing, through a transversal approach, a deep knowledge of the Consulting practice and the different aspects of the consulting work.
The last session concludes the course with the behavioural aspects of the consultant profession including the posture a consultant should take depending on its company, the importance of ethics and a few tips on time management.
Presentation at Agile Australia 2012: Agile and Lean methods are not just for developers! This case study will show the how an IBM Sales team is using Agile and Lean methods and tools to manage their workflow, work load, and work prioritisation; while making reporting and real-time dashboards a reality for sales management. Included in this case study will be the movement to self-organising teams and team prioritisation sessions.
The course “Consultant Behaviour” was offered to Master’s students following the Master in Management from ESCP Business School as part of the specialization “Consulting dynamics and practices”. It aims at providing, through a transversal approach, a deep knowledge of the Consulting practice and the different aspects of the consulting work.
The last session concludes the course with the behavioural aspects of the consultant profession including the posture a consultant should take depending on its company, the importance of ethics and a few tips on time management.
Improving your business operations by meeting your company’s objective, missi...Kenny Ong
Marcus Evans Business Process Improvement & Transformation Conference
KL, March 2012
Improving your business operations by meeting your company’s objective, mission and current business landscape
• Re-energising your company’s mission by developing a strategic improvement plan that aligns with its objective
• Establishing business imperative, defining vision and targets, realising the targets and fine-tuning your upcoming business transformation needs
• Measuring the effectiveness of your business processes to see how you can improve your margins
Commercial bank, especially Govt. Bank is one of the important business sectors in Bangladesh. Agrani Bank Limited is a scheduled commercial bank in the govt. sector which is focused on the established and emerging markets of Bangladesh. The purpose of this study is to earn a real life practical experience on marketing of bank service.
The study mainly conducted with the following objectives :To find out 7Ps of marketing mix in Agrani Bank LTD
4. HSBC in Germany
• HQ located at famous Königsallee
• Originally local bank Trinkaus with 8
branches in GER, AUT and LUX
• Now 80% subsidiary of HSBC group
• No retail banking like in Asia, UK or France;
only corporates and wealth management
• Overall smaller presence than Deutsche or
Commerzbank in GER but superior global
network and credit rating
5. Where I work…
Financial • Serving non-German-based
Institutions customers that have
German branches/subsidiaries in GER
Corporates
Global • Day-to-day customer service,
Banking GB Corporates
main products current
Multinationals accounts, FX accounts, g‘tees,
fixed deposits, C/L
Investment
Banking
• 7 Team members:
• Director
• 4 Relationship Managers
• 1 Trainee
• 1 Intern
…and what I do.
• Support of RMs
• Regular services for certain customers
(balances, fix deposits, processing
payments), individual Qs
• Major task: Creating customer profiles
for compliance
• Etc.
6. •attractive company with great
reputation and global
•lack of supervision
opportunities, office location
•few chances to attend team
•big business with major global
meetings, lack of integration
companies
• >90% of time working on
•fair work-life balance
computer
•fair amount of responsibility
•hierarchy
•meeting other interns
7. Situation
• During the first week I could meet the intern preceding me in my position and ask
her a lot of stuff. She had been there for 3 months and said she had found it pretty
interesting and learned many things but also said (when I asked her) that it was
about the right amount of time and wouldn’t expect to learn much more if she
stayed longer.
• From my introduction to the internship by my boss, I had understood that I would
have the chance to also work in other departments later on in my internship. So
when after about two months, I actually felt like it was getting repetitive and felt
less satisfied I didn’t feel too worried because I could just ask to maybe spend
some time in another department. However, it turned out that wasn’t possible and
I would basically have to stay in that department since I was needed for my regular
tasks and could only visit other departments for a day once in a while.
Editor's Notes
Dilemma:-want to express I’m dissatisfied, under-challenged and lack of feed-back-want to make sure I get more out of the internship -don’t want to give a bad impression, esp. since I have to stay in the dept.-don’t want to risk negative evaluation, so better appear to be satisfied-basically want to stay in the company because I like it (reputation, global opportunities, great location…) What to do?