Human Resource Management Functions of Standard Chartered Bank . Including process & chart. it was made for informal presentation of my BBA course. Hope you all find it helpful.

1. WELCOME
TO
OUR
PRESENTATION
1

2. Human Resource Management Functions
ofStandard Chartered Bank
- by Bees Squad
2

3. Suraiya Rahman
ID# 239 Farzana Yeasmin
ID# 242
Kazi Jannatul Ferdous
ID# 244
Hosne Ara Nazneen
ID# 248
Hariha Rahman
ID# 249
Tanzina Rahman Kashfi
ID# 414
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4. ORGANIZATION
OVERVIEW
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5. 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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6. Vision
o To be the most efficient
financial intermediary in
the country
Mission
o 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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7. Objectives
o To ensure high return on
investment
o To remain as the market leader
o To play a significant role in the
economic growth of this country
Strategies
o Promotional activities
o Offering a very wide range of
innovative products
o 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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8. Maintenance
1) Controlling
Acquisition
1) Human resource planning
2) Job analysis
3) Requirement
4) Orientation
Development
1) Training
2) Employee development
Motivation
1) Compensation
2) Benefit
3) Performance appraisal
- Human resourceFunctions
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9. Human resourcingprocess
of
StandardChartered Bank
Recruitment &
selection
Orientation &
training
Assigning duties
Career
development
Compensation &
benefits
Performance
Measure
High performance
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10. Human resource planning &
forecasting
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11. Human resource planning process
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12. Planning process of SCB
Organization
Strategy
HR design-shaping
For success
Assessing
organization's
Competencies
Assessing the need
of people
Invest to develop organization
Work force
planning
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13. Forecasting process of SCB
Gap analysis
Assessing demand &
supply
Strategy of
organization
Scenario
planning
HR plans
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14. Jobanalysis
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15. Jobanalysisprocess
 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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16. Methods of job
analysis in SCB
• Individual
interview
method
• Observation
method
• Structured
questionnaire
methods
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17. Recruitment
&
orientation
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18. 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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19. SCB’s
Strategiesof 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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20. Recruitment budget
 20%-25% of total budget
Types of recruitment
1) External recruitment
• Job advertisement
• Job watch
• SCB global career website
2) Internal job recruitment
• Employee referral
• SCB global career website
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21. Selection process of SCB
Initial screening
Comprehensive
interview
Decision making
Employment test
Background
investigation
Completing the
Application form
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22. orientation
 A 2-day
comprehensive
orientation
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23. Training
&
development
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24. Training design process of SCB
Ensuring transfer of
training
Training
MethodEvaluation Plan
Monitor and
evaluation
Conducting Training need
assessment
Creating Learning
Environment
Ensuring employees readiness
for
training
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25. Types of trainingin 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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26. Some trainingprograms 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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27. Compensation
&
benefits
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28. 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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29. 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 54000-80000
6 to 5 Sr. managers 80000-200000
4 Head of department 200000-270000
3 Country head Not mentioned
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30. 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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31. 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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32. Performanceevaluation
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33. SCB’s Five w’s of performance measurement
 Who
 What
 Why
 When
 Where
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34. Objectives of performance evaluation
• Review performance
• Training need assessment
• Promotion
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35. Performance measurement criteriaof SCB
• Strategic congruence
• Validity
• Reliability
• specific
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36. Control
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37. 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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38. Employee engagement
 Creating a working environment where
employees can apply their individual talents
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39. 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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40. Findingsof 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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41. Any query…..???
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42. - Good bye…!!!
Have a nice day………!!!!! 
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